Enabling Neurodiversity in Organisations: Leveraging the HRM and Digital Technology Nexus

This chapter examines how digital technologies can be aligned with the ability-motivation-opportunity model of human resource management to improve employment outcomes for neurominorities. The chapter identifies how digital technologies can be used by neurominorities to support their individual needs, as well as how digital technologies can be used in organisation-level human resource management practices. Ability-enhancing digital technologies can help to ensure that individuals have the knowledge, skills, and ability to perform their work. Examples include AI-powered matching platforms, digital game-based assessment of soft skills, and realistic job previews through videos, virtual reality, and the metaverse. Motivation-enhancing digital technologies help focus employees’ attention on activities that are intrinsically and extrinsically motivating. Examples include interactive shared calendars and visual planning tools. Remote work technologies may allow neurominorities to tailor their work environment to suit their sensory and work pattern preferences, but remote work introduces new challenges, especially in online meetings. Opportunity-enhancing technologies allow neurominorities to use their motivation and ability by reducing barriers and improving organisational support. Examples include text-to-speech applications and voice recognition software. Virtual reality simulations and other technologies can be used to create immersive and radical learning experiences that allow neurotypical colleagues to improve their empathy for neurominorities.