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Mapping of Neurodiversity and Work: Review and Research Agenda

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Title: Mapping of Neurodiversity and Work: Review and Research Agenda
Language: English
Authors: Rossilah Jamil (ORCID 0000-0002-0137-0172), Ong Sin Ru (ORCID 0000-0001-9380-2050), Tonette S. Rocco (ORCID 0000-0003-0137-1068)
Source: New Horizons in Adult Education & Human Resource Development. 2026 38(2):101-117.
Availability: SAGE Publications. 2455 Teller Road, Thousand Oaks, CA 91320. Tel: 800-818-7243; Tel: 805-499-9774; Fax: 800-583-2665; e-mail: journals@sagepub.com; Web site: https://sagepub.com
Peer Reviewed: Y
Page Count: 17
Publication Date: 2026
Document Type: Journal Articles
Information Analyses
Descriptors: Neurodevelopmental Disorders, Employment, Adults, Research, Research Needs, Bibliometrics, Journal Articles, Authors, Foreign Countries, Periodicals, Citations (References), Information Retrieval
Geographic Terms: United States, United Kingdom, Australia, Canada, Sweden, Israel, Netherlands, Italy, Spain, Finland
DOI: 10.1177/19394225251376779
ISSN: 1939-4225
Abstract: Using the bibliometric and content analysis approaches, we extracted 232 Scopus-indexed journal articles on neurodiversity employment and work published from the year 1989 to 2022. The VOSviewer software was used for the bibliometric analysis. The findings indicate that articles on neurodiversity and work are scant, under-explored, and fragmented. Key publications were contributed by a small circle of individuals, institutions, and countries. The analysis generated observations regarding the common focus, topic coverage, and authors. We conclude by proposing a multi-level framework to guide research efforts in integrating neurodiverse people into the workplace.
Abstractor: As Provided
Entry Date: 2026
Accession Number: EJ1504088
Database: ERIC
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  Value: <anid>AN0193165202;[1cyh]01jun.26;2026Apr24.02:42;v2.2.500</anid> <title id="AN0193165202-1">Mapping of Neurodiversity and Work: Review and Research Agenda </title> <p>Using the bibliometric and content analysis approaches, we extracted 232 Scopus-indexed journal articles on neurodiversity employment and work published from the year 1989 to 2022. The VOSviewer software was used for the bibliometric analysis. The findings indicate that articles on neurodiversity and work are scant, under-explored, and fragmented. Key publications were contributed by a small circle of individuals, institutions, and countries. The analysis generated observations regarding the common focus, topic coverage, and authors. We conclude by proposing a multi-level framework to guide research efforts in integrating neurodiverse people into the workplace.</p> <p>Keywords: bibliometrics; review; neurodiversity; neurodivergent; employment; work; human resource</p> <hd id="AN0193165202-2">Introduction</hd> <p>Since first coined by [<reflink idref="bib91" id="ref1">91</reflink>], the term neurodiversity has become popular with increasing representations of neurodivergent characters in Pop Culture ([<reflink idref="bib52" id="ref2">52</reflink>]; [<reflink idref="bib79" id="ref3">79</reflink>]). The terms neurodiversity, neurodiverse and neurodivergent have often been used interchangeably – although there are subtle differences. Neurodiversity concerns differences in brain function often referred to as neurotypical functioning ([<reflink idref="bib24" id="ref4">24</reflink>]). Neurodiverse is an adjective, for example, neurodiverse workforce ([<reflink idref="bib74" id="ref5">74</reflink>]), and neurodiverse perspectives ([<reflink idref="bib80" id="ref6">80</reflink>]). Whereas 'neurodivergent' refers to a person or a group of people whose cognitive profiles diverge from most of the population ([<reflink idref="bib70" id="ref7">70</reflink>]). Neurodivergent are often called 'neuro atypicals' to differentiate them from neurotypicals. People who fall under the neurodivergent category are those diagnosed with neurological conditions such as the autism spectrum disorders (ASD), attention deficit hyperactivity disorders (ADHD), and dyslexia. 'Neurodivergent' should not be confused with 'neurodivergence' as the latter refers to exclusion of neurodivergent people resulting in their marginalization from society ([<reflink idref="bib61" id="ref8">61</reflink>]).</p> <p>Diversity, Equity, and Inclusion (DEI) initiatives are concerned with welcoming difference, fostering fairness, and creating a sense of belonging. DEI initiatives should boost 'creativity, innovation, and competitive advantage' which should become an economic advantage ([<reflink idref="bib20" id="ref9">20</reflink>], p. 481). DEI also provides a social justice mechanism for organizations to 'ensure just processes, practices, and actions [exist to] protect marginalized and under-served populations' ([<reflink idref="bib20" id="ref10">20</reflink>], p. 481). Organizations hire neurodiverse workers to increase creativity and because it's the right thing to do.</p> <p>Neurodivergent people are known for their cognitive uniqueness, such as intense concentration, creativity, and photographic memory ([<reflink idref="bib59" id="ref11">59</reflink>]). Companies such as SAP, Virgin, and Microsoft have started to leverage these talents by implementing customized neurodiversity employment programs ([<reflink idref="bib27" id="ref12">27</reflink>]). [<reflink idref="bib58" id="ref13">58</reflink>]; [<reflink idref="bib62" id="ref14">62</reflink>]). Mainstream organizations have not coped well with accommodating the needs of the neurodiverse community ([<reflink idref="bib62" id="ref15">62</reflink>]). in organizations, the HRM function plays a crucial role as a gatekeeper affecting the employment prospects of neurodivergent people ([<reflink idref="bib5" id="ref16">5</reflink>]) and the HRD function is important for leveraging their talents ([<reflink idref="bib77" id="ref17">77</reflink>]).</p> <hd id="AN0193165202-3">Research Problem</hd> <p>Although interest neurodiversity and work is increasing, little research exists. An examination of neurodiversity and work through a review of the literature will build a foundation or baseline for future research. The maturity level of a topic may be perceived in terms of the extent that it is 'new and highly theoretical' or 'more developed with some convergence on best practices' ([<reflink idref="bib56" id="ref18">56</reflink>], p. 928). A mature topic occurs when its scholars maintain a consistent understanding of its key ideas ([<reflink idref="bib40" id="ref19">40</reflink>]). Therefore, mapping the literature on neurodiversity and work is a move to gauge its maturity. The study of neurodiversity and work may be contextually-bound. Employment of neurodiverse people depends heavily on a country's ecosystem which includes its legal, educational, medical, labor, and socio-economic interventions ([<reflink idref="bib46" id="ref20">46</reflink>]; [<reflink idref="bib50" id="ref21">50</reflink>]; [<reflink idref="bib72" id="ref22">72</reflink>]).</p> <p>The purpose of this review is to evaluate literature on neurodiversity, adults, and work with the objectives: (<reflink idref="bib1" id="ref23">1</reflink>) to map the production of publications on neurodiversity and work; (<reflink idref="bib2" id="ref24">2</reflink>) to understand issues on neurodiversity and work; and (<reflink idref="bib3" id="ref25">3</reflink>) to suggest research gaps in relation to HRD. The paper is structured in the following sequence: research methods, results, discussion, conclusion, future research, and limitations.</p> <hd id="AN0193165202-4">Methods</hd> <p>Bibliometric analysis (BA; [<reflink idref="bib26" id="ref26">26</reflink>]) and content analysis were used to meet the study's objectives. BA has been used in HRD to examine global HRD literature ([<reflink idref="bib76" id="ref27">76</reflink>]), artificial intelligence ([<reflink idref="bib43" id="ref28">43</reflink>]), and people analytics ([<reflink idref="bib105" id="ref29">105</reflink>]). VOSviewer software was used to perform the BA. To strengthen our findings, we examined abstracts using content analysis to identify emerging trends and patterns related to neurodiversity and work. In content analysis, relevant words are identified and coded into appropriate tags to determine the commonalities in the texts ([<reflink idref="bib57" id="ref30">57</reflink>]).</p> <hd id="AN0193165202-5">Selection of Database</hd> <p>The Scopus database has wide global coverage and detailed indexing ([<reflink idref="bib88" id="ref31">88</reflink>]). Journal titles in Scopus are categorized into four broad subject clusters: social sciences, physical sciences, health sciences, and life sciences. The social science cluster contains psychology, economics, business, and arts and humanities making it the most relevant for an examination of neurodiversity and work.</p> <hd id="AN0193165202-6">Search Strategy</hd> <p>We carried out the search on 3 July 2023 for publications containing (neurodiver* OR adhd OR autis* OR asperger* OR dyslexia) AND (work) AND (adult*) in the title, abstract, and keywords. This query string yielded 1,659 results comprising all subject clusters. The results were sorted by subject cluster, type of document, source of publication, language, and year. Publications not in the social science cluster were eliminated leaving 403 documents. We restricted our search to peer reviewed and published articles in English published from 1989 to 2022 leaving 232. The first article on neurodiversity appeared in 1989 written by Mesibov, Schopler, and Caison. The articles appeared in psychology (62.6%), social science (27.2%), arts and humanities (7.3%), business, management, and accounting (2.6%), and economics (0.3%).</p> <hd id="AN0193165202-7">Analysis</hd> <p>The sample includes 232 peer-reviewed journal articles written by 23 single-authors and 209 multiple-authored articles totaling 876 authors from 30 countries. Multiple authored articles ranged between 2 and 20 authors. The VOSviewer (version 1.6.7, Centre for Science and Technology Studies, Leiden University, The Netherlands), a well-known bibliometric analysis software tool was used ([<reflink idref="bib99" id="ref32">99</reflink>]) to conduct the BA. The VOSviewer provides network data analysis that enables the items in this network to be connected by co-authorship, co-occurrence, citation, bibliographic coupling, or co-citation links based on bibliographic data. A link on the map represents a connection or relationship between two items. Link strength is represented by a positive numeric value. The greater the value, the stronger the connection. Items displayed in a network visualization map are represented by a circle with a label. The circle's size is defined by the item's weight, and the circle's color is determined by the cluster.</p> <p>The citation, bibliographical, and author-keyword information from 232 articles was exported to VOSviewer for analysis. Institution and country names were excluded from the keyword analysis. The default parameters in VOSviewer, that is, default attraction of 2, and repulsion value of 1 were used. The analysis produced results of bibliometric indicators that showed the total publications, total citations, CiteScore, and H-index to determine the top ten journal articles with the highest citation index (i.e., journal ranking). The term 'total publications' refers to articles related to neurodiversity and work. 'Total citations' refers to the total number of times a journal was cited in the database. 'CiteScore' indicates the average number of citations of an article over 3 years. The 'H-index' represents an author's productivity and impact through citations.</p> <p>VOSviewer created a map of authors and countries based on co-authorship. The link strength between countries reflects the number of publications co-authored by two linked countries. The overall link strength indicates a specific country's co-authorship linkages with other countries. VOSviewer generated a map of keywords based on co-occurrences. The link strength between keywords reveals the number of articles where two keywords appear together. Next, the abstracts were examined following the procedures of content analysis ([<reflink idref="bib48" id="ref33">48</reflink>]) to uncover emerging trends and issues.</p> <hd id="AN0193165202-8">Bibliometric Analysis Results</hd> <p>Bibliometric analysis results include information on publications, authors, keywords.</p> <hd id="AN0193165202-9">Publication Output</hd> <p>The articles were examined to determine the publication rates over a 10-year period between 1989 and 2022. Figure 1 shows publications from 1989 to 2022. One article was published in 1989 ([<reflink idref="bib67" id="ref34">67</reflink>]). No articles were published in 1990 to 1994, 1998 to 2000, and 2004. The publication stream became steady and increased from 2005 onwards.</p> <p>Graph: Figure 1. Publications by year.</p> <hd id="AN0193165202-10">Publication Domain</hd> <p>Figure 2 illustrates publications by domain: 31.0% (189 articles) in psychology, 27.2% (82 articles) in social science, and 7.3% (22 articles) in art and humanities, 2.6% (eight articles) in business and management and 0.3% (one publication) in economics.</p> <p>Graph: Figure 2. Publication domain.</p> <hd id="AN0193165202-11">Author Productivity</hd> <p>One percent of the 876 authors produced at least three publications. The 10 most productive authors are from the United States (<reflink idref="bib5" id="ref35">5</reflink>), United Kingdom (<reflink idref="bib3" id="ref36">3</reflink>), Australia (<reflink idref="bib1" id="ref37">1</reflink>), and Israel (<reflink idref="bib1" id="ref38">1</reflink>). Pellicano from Australia authored the highest number of publications, with five publications (see Table 1). Her work enjoys a 42 H-index with 7,539 citations. Next is United States author Marsack-Topolewsk (four publications), and United Kingdom author Baron-Cohen (three publications). Baron-Cohen has the most citations, 85,987 and 717 publications. The authors are from university and support centers. The Carolina Behavior Analysis and Support Centre has two authors writing in this area.</p> <p>Table 1. Authors' Networks Based on VOSviewer.</p> <p>Graph</p> <p> <ephtml> <table><colgroup><col align="left" /><col align="char" char="." /><col align="char" char="." /><col align="char" char="." /></colgroup><thead><tr><th align="left">Networks</th><th align="center">Link strength</th><th align="center">Collaborations</th><th align="center">Authors and countries</th></tr></thead><tbody><tr><td rowspan="7">1</td><td>7</td><td>2</td><td>Demetriou, E.A. (Australia)</td></tr><tr><td>7</td><td>2</td><td>Glozier, N. (Australia)</td></tr><tr><td>7</td><td>2</td><td>Guastella, A.J. (Australia)</td></tr><tr><td>7</td><td>2</td><td>Hickie, I.B. (Australia)</td></tr><tr><td>2</td><td>3</td><td>Crane, L. (United Kingdom)</td></tr><tr><td>1</td><td>2</td><td>Mandy, W.P.L. (United Kingdom)</td></tr><tr><td>5</td><td>5</td><td>Pellicano, E. (United Kingdom)</td></tr><tr><td rowspan="4">2</td><td>6</td><td>2</td><td>Ford, T.J. (United Kingdom)</td></tr><tr><td>6</td><td>2</td><td>Russel, G. (United Kingdom)</td></tr><tr><td>6</td><td>2</td><td>McCabe, R. (United Kingdom)</td></tr><tr><td>6</td><td>2</td><td>Hayes, J. (United Kingdom)</td></tr><tr><td rowspan="4">3</td><td>6</td><td>3</td><td>Sasson, N.J. (United States)</td></tr><tr><td>5</td><td>2</td><td>DeBrabander, K.M. (United States)</td></tr><tr><td>5</td><td>2</td><td>Morrison, K.E. (United States)</td></tr><tr><td>4</td><td>2</td><td>Pinkham, A.E. (United States)</td></tr><tr><td rowspan="3">4</td><td>6</td><td>3</td><td>Lattimore, L.P. (United States)</td></tr><tr><td>6</td><td>3</td><td>Reid, D.H. (United States)</td></tr><tr><td>6</td><td>3</td><td>Parsons, M.B. (United States)</td></tr><tr><td rowspan="3">5</td><td>4</td><td>2</td><td>Dissanayake, C. (Australia)</td></tr><tr><td>4</td><td>2</td><td>Hedley, D. (Australia)</td></tr><tr><td>4</td><td>2</td><td>Spoor, J.R. (Australia)</td></tr><tr><td rowspan="3">6</td><td>4</td><td>3</td><td>Gal, E. (Israel)</td></tr><tr><td>4</td><td>2</td><td>Schreuer, N. (Israel)</td></tr><tr><td>4</td><td>2</td><td>Waisman-Nitzan, M. (Canada)</td></tr></tbody></table> </ephtml> </p> <hd id="AN0193165202-12">Co-Authorship</hd> <p>Figure 3 presents the network visualization map of co-authorship. Table 1 details the authors' networks. This co-authorship analysis provides insight into collaboration patterns between the authors; the result should not be confused with the quantity of multi-authored articles. For this analysis, we followed the default setting in VOSviewer software that counts all articles with at least 2 to maximum 25 authors per document. Of the 876 authors, 50 met the software default threshold. Total link strength <emph>indicates the total strength of the co-authorship links of a given researcher with other researchers</emph> ([<reflink idref="bib99" id="ref39">99</reflink>]).</p> <p>MAP: Figure 3. Network visualization map of co-authorship. Source. https://tinyurl.com/yuasglyh.</p> <p>Based on Figure 3 and Table 1, collaboration pattern of authors is relatively small, with few countries and authors. Link strength is based on citation count and publication impact. There are six networks of authors from Australia, United Kingdom, United States, Israel, and Canada who collaborated on neurodiversity and work and dominated the collaboration map.</p> <hd id="AN0193165202-13">Top 10 Productive Countries</hd> <p>Table 2 presents the ten countries with the most articles and each country's most productive higher education institutions. Although the total number of articles are from 30 countries, knowledge creation is dominated by a small number of countries, with the top five being the United States (<reflink idref="bib114" id="ref40">114</reflink>), United Kingdom (<reflink idref="bib60" id="ref41">60</reflink>), Australia (<reflink idref="bib23" id="ref42">23</reflink>), Canada (<reflink idref="bib18" id="ref43">18</reflink>), and Sweden (<reflink idref="bib10" id="ref44">10</reflink>). The most productive higher education institution is University College London in the United Kingdom with five articles.</p> <p>Table 2. Top 10 Productive Countries.</p> <p>Graph</p> <p> <ephtml> <table><colgroup><col align="left" /><col align="char" char="." /><col align="char" char="." /><col align="char" char="." /><col align="char" char="." /><col align="char" char="." /></colgroup><thead><tr><th align="left">Rank</th><th align="center">Country</th><th align="center">Total articles by country</th><th align="center">Single country articles (%)</th><th align="center">Most productive academic institutions</th><th align="center">Total articles per institution</th></tr></thead><tbody><tr><td>1</td><td>United States</td><td>114</td><td>78</td><td>The University of North Carolina at Chapel Hill</td><td>4</td></tr><tr><td>2</td><td>United Kingdom</td><td>60</td><td>60</td><td>University College London</td><td>5</td></tr><tr><td>3</td><td>Australia</td><td>23</td><td>52</td><td>Macquire University</td><td>3</td></tr><tr><td>4</td><td>Canada</td><td>18</td><td>28</td><td>The University of British Columbia</td><td>1</td></tr><tr><td>5</td><td>Sweden</td><td>10</td><td>40</td><td>Umeå University</td><td>2</td></tr><tr><td>6</td><td>Israel</td><td>9</td><td>67</td><td>University of Haifa</td><td>2</td></tr><tr><td>7</td><td>Netherlands</td><td>8</td><td>63</td><td>Universiteit van Amsterdam</td><td>3</td></tr><tr><td>8</td><td>Italy</td><td>7</td><td>71</td><td>Instituto Di Scienze E Technologie Della Cognizione, Rome</td><td>2</td></tr><tr><td>9</td><td>Spain</td><td>5</td><td>60</td><td>Universitari Vall d'Hebron</td><td>1</td></tr><tr><td>10</td><td>Finland</td><td>4</td><td>25</td><td>University of Helsinki</td><td>1</td></tr></tbody></table> </ephtml> </p> <p>The articles were analyzed to determine the extent to which they originate in specific countries and the extent of intra-country collaboration. A single country article (SCA) is a publication authored solely by researchers from one country. The SCA metric reflects the number of such articles published by a country within a given timeframe. Among the top 10 countries SCA, the rankings are United States (78%) United Kingdom (60%), Sweden (40%), Canada (28%), and Finland (25%). Finland had the lowest percentage (25% SCA) as 75% of their articles were linked to affiliations with other countries. Based on the SCA, United States and United Kingdom produced most articles on neurodiversity and work suggesting strong intra-country collaboration in the topic. SCA suggests the degree of collaboration among scholars in the same country. High SCA may suggest that a topic is concentrated within a country. This may affect the article's visibility and knowledge dissemination.</p> <p>Figure 4 depicts the countries co-authorship map. The thicker the line, the stronger the connection between the countries. 25 out of 30 countries have collaborations. Stronger collaborations between countries include the United Kingdom (16 links 37 co-authorships), the United States (10 links, 33 co-authorship), Canada (9 links, 22 co-authorships), and Australia (7 links, 16 co-authorships).</p> <p>Graph: Figure 4. Countries co-authorship. Source. https://bit.ly/46X84YV.</p> <hd id="AN0193165202-14">Top 10 Journals and Most Cited Articles</hd> <p>Table 3 shows the top 10 journals and most cited articles. These journals are published by different organizations: SAGE, Springer, Elsevier, Frontiers Media, Wiley, Wiley-Blackwell, and Division on Autism and Developmental Disabilities. SAGE and Wiley/Wiley-Blackwell published the most at three journals. The top three journals with the most articles are <emph>Autism</emph> (<reflink idref="bib43" id="ref45">43</reflink>), <emph>Journal of Autism and Developmental Disorders</emph> (<reflink idref="bib27" id="ref46">27</reflink>), and <emph>Journal of Attention Disorders</emph> (<reflink idref="bib17" id="ref47">17</reflink>). The journal <emph>Autism</emph> had the highest Citescore of 9.6 in 2022. Citescore is a Scopus-based metric for measuring the impact of a specific journal calculated on its latest 4-year citation data. The <emph>Journal of Autism and Developmental Disorders</emph> with 27 articles had the highest number of citations (<reflink idref="bib1" id="ref48">1</reflink>,<reflink idref="bib319" id="ref49">319</reflink>) and published the most cited article (<reflink idref="bib453" id="ref50">453</reflink>), '<emph>Young adult outcome of autism spectrum disorders</emph>' ([<reflink idref="bib32" id="ref51">32</reflink>]).</p> <p>Table 3. Top 10 Journals and Most Cited Articles.</p> <p>Graph</p> <p> <ephtml> <table><colgroup><col align="left" /><col align="char" char="." /><col align="char" char="." /></colgroup><thead><tr><th align="left">No.</th><th align="center">Journal and publisher</th><th align="center">Most cited article (title)</th></tr></thead><tbody><tr><td>1</td><td><italic>Autism</italic> (SAGE) Total articles: 43, total citations: 1,226, CiteScore 2022: 9.6</td><td>An 8 year follow-up of a specialist supported employment service for high-ability adults with autism or Asperger syndrome (Citations 168)</td></tr><tr><td>2</td><td><italic>Journal of Autism and Developmental Disorders</italic> (Springer) Total articles: 27, total citations: 1,319, CiteScore 2022: 7.2</td><td>Young adult outcome of autism spectrum disorders (Citations 453)</td></tr><tr><td>3</td><td><italic>Journal of Attention Disorders</italic> (SAGE) Total articles: 17, total citations: 714, CiteScore 2022: 7.3</td><td>Occupational outcome in adult ADHD: Impact of symptom profile, comorbid psychiatric problems, and treatment: A cross-sectional study of 414 clinically diagnosed adult ADHD patient (Citations 201)</td></tr><tr><td>4</td><td><italic>Research in Developmental Disabilities</italic> (Elsevier) Total articles: 11, total citations: 170, CiteScore 2022: 4.7</td><td>Employment and choice-making for adults with intellectual disability, autism, and down syndrome (Citations 44)</td></tr><tr><td>5</td><td><italic>Frontiers in Psychology</italic> (Frontiers Media) Total articles: 9, total citations: 40, CiteScore 2022: 4.5</td><td>What I wish you knew: Insights on burnout, inertia, meltdown, and shutdown from autistic youth (Citations 13)</td></tr><tr><td>6</td><td><italic>Dyslexia</italic> (Wiley-Blackwell) Total articles: 6, total citations: 95, CiteScore 2022: 3.5</td><td>A special font for people with dyslexia: Does it work and, if so, why? (Citations 36)</td></tr><tr><td>7</td><td><italic>Education and Training in Autism And Developmental Disabilities</italic> (Division on Autism and Developmental Disabilities) Total articles: 5, total citations: 54, CiteScore 2022: 1.5</td><td>Long-term outcomes of services for two persons with significant disabilities with differing educational experiences: A qualitative consideration of the impact of educational experiences (Citations 35)</td></tr><tr><td>8</td><td><italic>Assessment</italic> (SAGE) Total articles: 4, total citations: 23, CiteScore 2022: 4.5</td><td>Externalizing behavior across childhood as reported by parents and teachers: A partial measurement invariance model (Citations 15)</td></tr><tr><td>9</td><td><italic>Journal of Applied Behavior Analysis</italic> (Wiley) Total articles: 4, total citations: 96, CiteScore 2022: 4.6</td><td>Enhancing job-site training of supported worker with autism: A reemphasis on simulation (Citations 57)</td></tr><tr><td>10</td><td><italic>Journal of Applied Research in Intellectual Disabilities</italic> (Wiley) Total articles: 3, total citations: 27, CiteScore 2022: 4.1</td><td>A video feedback intervention for workforce development: Exploring staff perspective using longitudinal qualitative methodology (Citations 13)</td></tr></tbody></table> </ephtml> </p> <hd id="AN0193165202-15">Keywords Co-Occurrence Analysis</hd> <p>Keywords reflect the intent and content of an article. The BA examines keywords for frequency and link strength between keywords (known as co-occurrence analysis). Co-occurrence analysis was used to identify 696 important keywords. After re-labeling synonymic single words and congeneric phrases, 689 important keywords remained.</p> <p>To understand the evolution of topics over time the frequency of keywords was set at 1. Each keyword (<reflink idref="bib689" id="ref52">689</reflink>) in the visualization map is represented by a node (see Figure 5). The colors run from dark blue to yellow (i.e., color bar) to represent the time span 1989 to 2022 of publications.</p> <p>Graph: Figure 5. Keywords co-occurrence analysis. Source. https://bit.ly/3rvBD3J.</p> <p>Figure 5 reveals most of the keywords are in green and yellow nodes suggesting rapid development on neurodiversity since 2010 has occurred.</p> <p>A second analysis was conducted generating a more focused map. Keyword frequency was set at 2, the 689 keywords were reduced to 97 keywords. Figure 6 provides a more detailed map of these keywords such as 'autism spectrum disorder', 'intervention', 'employment', 'wellbeing', 'transition', 'work', 'quality of life', 'inclusive education', 'mindfulness', 'development', 'technology', and 'self-advocacy'. The map provides a graphical overview of the topic by nodes/circles, node sizes, node distance, and connecting lines. Lines represent relationships such as co-authorship, co-citation, or shared keywords. Line thickness indicates the strength of the relationship.</p> <p>Graph: Figure 6. Close-up keyword co-occurrences. Source. https://bit.ly/3rvBD3J.</p> <p>The circles in Figure 6 represent articles with corresponding keywords in their titles or abstracts. The bigger the circle size, the higher the number of articles using the keywords. The distance between keyword circles in the visualization approximates the relatedness of the journals (where the keywords appear). The smaller the distance between two nodes, the higher their relatedness. Keyword circles are connected by link lines; the thicker the link line the stronger the co-occurrence or 'link strength'. The VOSviewer manual stipulates that there is a strength for each link, indicated by a positive numerical value ([<reflink idref="bib100" id="ref53">100</reflink>]). However, by default, only the strongest links are shown. The software clusters the keywords creating nodes and using different colors. A cluster with nodes of the same color means the keywords are related or have been discussed together.</p> <p>Figure 7 the largest node, autism spectrum disorder, has 108 occurrences and is used by almost half of the articles in the sample. This suggests that neurodiversity is closely aligned to autism (rather than other neurological types). The thickest link is between 'autism spectrum disorder' and 'adult' with 20 link strength, followed by 'autism spectrum disorder' and 'employment' (18 link strength).</p> <p>Graph: Figure 7. Keyword co-occurrences (clusters). Source. https://bit.ly/3JYFixd.</p> <p>The keywords are grouped into 18 clusters (Figure 7) and listed in Table 4. The top three clusters contain 11 (red), 10 (green), and 9 (blue) keywords. Most articles focused on psychosocial outcomes. Since psychology produced the most articles this is logical. Within cluster 1, 'diagnosis' had the highest occurrences (<reflink idref="bib10" id="ref54">10</reflink>) and greatest link strength (<reflink idref="bib25" id="ref55">25</reflink>). 'Diagnosis' has direct links to keywords 'development', 'functional impairment', 'psychiatric comorbidity', 'quality of life', and 'adult ADHD'. Under cluster 2, 'mental health' had the greatest occurrences (<reflink idref="bib110" id="ref56">110</reflink>) and link strength (<reflink idref="bib28" id="ref57">28</reflink>). 'Mental health' has direct links to 'autistic adults', 'wellbeing', 'camouflaging', 'gender difference', 'depression', and 'anxiety'. Under cluster 3, 'adolescents' had the highest occurrences (<reflink idref="bib15" id="ref58">15</reflink>) and link strength (<reflink idref="bib36" id="ref59">36</reflink>). 'Adolescents' was directly linked to 'strengths', 'executive functions', and 'creativity'. The clustering of these keywords suggest that mental-health related keywords are more established and are a focus in the neurodiversity and work articles.</p> <p>Table 4. Keyword List by Cluster.</p> <p>Graph</p> <p> <ephtml> <table><colgroup><col align="left" /><col align="char" char="." /></colgroup><thead><tr><th align="left">Cluster</th><th align="center">Keywords</th></tr></thead><tbody><tr><td>1 (11 keywords)</td><td>Adult ADHD (Attention-Deficit/Hyperactivity Disorder), CAARS (Conners' Adult ADHD Rating Scales), development, diagnosis, eq-5d (EuroQol – 5 Dimension), functional impairment, gender, health-related quality of life, narrative, psychiatric comorbidity, quality of life.</td></tr><tr><td>2 (10 keywords)</td><td>Accessibility, Autism Spectrum Disorder (ASD), autistic adults, broader autism phenotype, camouflaging, Covid-19, gender differences, mental health, wellbeing, working environment.</td></tr><tr><td>3 (9 keywords)</td><td>Adolescent, creativity, developmental dyslexia, dyslexia, executive functions, mediator, occupation, performance, strengths.</td></tr><tr><td>4 (7 keywords)</td><td>Broader autism phenotype, decision making, executive function, faux pas, perspective taking, social cognition, social support.</td></tr><tr><td>5 (7 keywords)</td><td>Employment, high school, intellectual disability, multiple disabilities, screening, transition, transition to adulthood.</td></tr><tr><td>6 (7 keywords)</td><td>Chinese, education, emotion regulation, family functioning and support, mindfulness, parents, vocational/labor force participation.</td></tr><tr><td>7 (6 keywords)</td><td>ADHD (Attention Deficit/Hyperactivity Disorder), adult, atomoxetine, college students, comorbidity, occupational outcome.</td></tr><tr><td>8 (6 keywords)</td><td>Aging caregivers, autism spectrum disorders, burnout, emotion, self-advocacy, vocational support.</td></tr><tr><td>9 (6 keywords)</td><td>First impressions, inclusion, intervention, qualitative methods, stigma, vocational rehabilitation.</td></tr><tr><td>10 (6 keywords)</td><td>Asperger syndrome, disability, ethnography, supported employment, vocational training, work.</td></tr><tr><td>11 (4 keywords)</td><td>Anxiety, ADHD (Attention Deficit/Hyperactivity Disorder), depression, nutrition.</td></tr><tr><td>12 (4 keywords)</td><td>Communication and language, health services, technology, treatment.</td></tr><tr><td>13 (3 keywords)</td><td>Applied behaviour analysis, family, higher education.</td></tr><tr><td>14 (3 keywords)</td><td>Developmental disabilities, qualitative research, therapy.</td></tr><tr><td>15 (2 keywords)</td><td>ASD (Autism Spectrum Disorder), social interaction.</td></tr><tr><td>16 (2 keywords)</td><td>Adult outcomes, well-being.</td></tr><tr><td>17 (2 keywords)</td><td>Biofeedback, EEG (electroencephalogram).</td></tr><tr><td>18 (1 keyword)</td><td>Work-related social skills</td></tr></tbody></table> </ephtml> </p> <p>The focus on work and employment issues is sparse, dispersed, and under-developed. The keywords that represent work/employment concerns are 'working environment' (cluster 2), 'occupation' and 'performance' (cluster 3), 'employment' (cluster 5), 'vocational/labor force participation' (cluster 6), 'occupational outcome' (cluster 7), 'vocational support' (cluster 8), 'vocational rehabilitation' (cluster 9), 'supported employment', 'vocational training' 'work' (cluster 10), and 'work-related social skills' (cluster 18). Despite appearing in 9 out of 18 clusters, these keywords have low link strengths and occurrences having mostly appeared at the end of each cluster string. Only in cluster 5 does the keyword 'employment' have the highest occurrences of 21 and 56 link strength. In cluster 5 the articles that used 'employment' discussed the issue from the perspective of transitional programs.</p> <hd id="AN0193165202-16">Content Analysis Results</hd> <p>To understand the BA findings, we scanned the article abstracts, titles, objectives, findings, implications and recommendations. Based on the content analysis, we generated several observations related to the overall aim of our paper.</p> <hd id="AN0193165202-17">Publications on Neurodiversity and Work Is Limited and Topics Are Diverse</hd> <p>Consistent with the BA findings, articles exploring issues related to employment, work, or labor market integration of the neurodivergent is limited. After examining the abstracts, the 232 articles can be divided into three categories. The categories are based on a macro perspective of human resource development that people development involves continuous capacity building from childhood until joining the labor market to equip neurodiverse people with the right aptitudes, knowledge, skills, and abilities.</p> <p>The first category (38 articles) includes factors, approaches, and interventions that could enhance the employment/work/organizational inclusion of the neurodivergent as employees or potential employees. The second category (37 articles) explained the outcomes and impacts (usually limitations, impairments, and disadvantages) faced by neurodiverse groups due to their conditions. The third category (157 articles) described the neurodivergent through topics such as diagnosis, clinical health, mental health, general well-being, life expectancy, and social functioning. The articles in the third category pursued a common goal to promote holistic development of the neurodivergent to support inclusion. The limited number of articles in the first and second categories suggest that efforts to understand employment potential and programs for neurodivergent people are limited.</p> <p>Most articles involved studies from a limited number of countries as shown earlier in the BA analysis. Empirical studies from the United States topped the chart followed by the United Kingdom followed by Australia, Canada, and Sweden. This finding is consistent with the BA results on the authors' affiliations. There is no obvious difference in terms of the topics between the BA and content analysis; most articles used the medical model of disability being more concerned with diagnosis than a person's future employability which would be based in the social model of disability (see [<reflink idref="bib81" id="ref60">81</reflink>]). Articles published in the last 5 years embraced more current trends such as Covid 19, remote work, mental health ([<reflink idref="bib39" id="ref61">39</reflink>]) and meaningful work ([<reflink idref="bib13" id="ref62">13</reflink>]; [<reflink idref="bib15" id="ref63">15</reflink>]; [<reflink idref="bib73" id="ref64">73</reflink>]).</p> <hd id="AN0193165202-18">Persistent Work Challenges and Limitations of Neurodivergent</hd> <p>Articles about the neurodivergent's challenges in employment and work was a consistent concern. For instance, [<reflink idref="bib93" id="ref65">93</reflink>] explored how social challenges affected work relationships of adults with autism. [<reflink idref="bib11" id="ref66">11</reflink>] examined the education-to-work transition, career, and employment stability of adults with dyslexia. [<reflink idref="bib6" id="ref67">6</reflink>] confirmed that despite their capacity and willingness to work, adults with autism faced significant disadvantages in the labor market. [<reflink idref="bib71" id="ref68">71</reflink>] and [<reflink idref="bib53" id="ref69">53</reflink>] illustrated how stigma associated with a neurological disability affected work opportunities. [<reflink idref="bib71" id="ref70">71</reflink>] also explored the dilemma of disclosure/non-disclosure of neurological identity at work. [<reflink idref="bib82" id="ref71">82</reflink>] investigated the concerns autistic adults had about their future employment. Employment concerns included) finding and keeping jobs for adults with autism ([<reflink idref="bib4" id="ref72">4</reflink>]) and on how ADHD influenced work likelihood and work hours ([<reflink idref="bib14" id="ref73">14</reflink>]). There are articles that studied neurodiversity in terms of limitations, impairments, costs, and problems associated with neurological conditions such as depression, self-esteem, social behavior, communication, and sexual identity ([<reflink idref="bib6" id="ref74">6</reflink>]; [<reflink idref="bib22" id="ref75">22</reflink>]; [<reflink idref="bib42" id="ref76">42</reflink>]; [<reflink idref="bib64" id="ref77">64</reflink>]; [<reflink idref="bib65" id="ref78">65</reflink>]; [<reflink idref="bib71" id="ref79">71</reflink>]; [<reflink idref="bib84" id="ref80">84</reflink>]; [<reflink idref="bib85" id="ref81">85</reflink>]; [<reflink idref="bib86" id="ref82">86</reflink>]; [<reflink idref="bib93" id="ref83">93</reflink>]; [<reflink idref="bib104" id="ref84">104</reflink>]).</p> <hd id="AN0193165202-19">Insights on Neurodiversity and Work</hd> <p>Articles concerned with neurodiversity and work described interventions ([<reflink idref="bib16" id="ref85">16</reflink>]; [<reflink idref="bib30" id="ref86">30</reflink>]; [<reflink idref="bib69" id="ref87">69</reflink>]; [<reflink idref="bib83" id="ref88">83</reflink>]), programs ([<reflink idref="bib21" id="ref89">21</reflink>]; [<reflink idref="bib25" id="ref90">25</reflink>]; [<reflink idref="bib35" id="ref91">35</reflink>]; [<reflink idref="bib54" id="ref92">54</reflink>]) and approaches that could promote and enhance employability ([<reflink idref="bib33" id="ref93">33</reflink>]; [<reflink idref="bib95" id="ref94">95</reflink>]), transition-to-work ([<reflink idref="bib7" id="ref95">7</reflink>]; [<reflink idref="bib45" id="ref96">45</reflink>]; [<reflink idref="bib87" id="ref97">87</reflink>]; [<reflink idref="bib103" id="ref98">103</reflink>]) and career choice ([<reflink idref="bib15" id="ref99">15</reflink>]; [<reflink idref="bib34" id="ref100">34</reflink>]; [<reflink idref="bib96" id="ref101">96</reflink>]; [<reflink idref="bib98" id="ref102">98</reflink>]).</p> <p>Another focus included instructional approaches and training of neurodivergent people for work such as video feedback technique ([<reflink idref="bib49" id="ref103">49</reflink>]), use of technology ([<reflink idref="bib38" id="ref104">38</reflink>]), modeling ([<reflink idref="bib3" id="ref105">3</reflink>]; [<reflink idref="bib78" id="ref106">78</reflink>]), simulation training ([<reflink idref="bib60" id="ref107">60</reflink>]), coaching ([<reflink idref="bib12" id="ref108">12</reflink>]; [<reflink idref="bib28" id="ref109">28</reflink>]), and self-control training ([<reflink idref="bib31" id="ref110">31</reflink>]). Factors influencing neurodivergent work or employment included organizational and individual success factors ([<reflink idref="bib29" id="ref111">29</reflink>]) and work environment and personal characteristics ([<reflink idref="bib101" id="ref112">101</reflink>]). These examples presented the underlying issues around labor market inclusion of the neurodivergent in sheltered, supported, or competitive employment contexts. The articles focused on High functioning neurodivergent adults with autism, dyslexia, Asperger's, and ADHD were the focus of these articles.</p> <hd id="AN0193165202-20">Stakeholders Collaborations for Successful Neurodiversity Employment</hd> <p>Although the articles adopted different contexts and lenses in neurodiversity research (i.e., youths/adolescents/students/young adults as future human resources; workers/adults/working adults in the current labor force; and education/transition/vocational/career/rehabilitation/employment/training programs) involving various parties, they emphasized the significance of stakeholder collaboration (e.g., [<reflink idref="bib11" id="ref113">11</reflink>]; [<reflink idref="bib29" id="ref114">29</reflink>]; [<reflink idref="bib41" id="ref115">41</reflink>]; [<reflink idref="bib44" id="ref116">44</reflink>]; [<reflink idref="bib66" id="ref117">66</reflink>]). Neurodiversity employment requires the involvement of policy makers, employers/companies, instructors/teachers/trainers/counsellors, parents, and other support groups. [<reflink idref="bib102" id="ref118">102</reflink>] discussed the role of the organization in changing policies and cultures to improve accessibility for employees with autism. [<reflink idref="bib33" id="ref119">33</reflink>] discussed the involvement of the HRD community in fostering meaningful employment-focused peer support group for autistic adults. [<reflink idref="bib4" id="ref120">4</reflink>] shared employment-related experiences of young autistic adults highlighting the importance of coordinating intersecting systems and stakeholders (schools, agencies, employers, and families). Studies by [<reflink idref="bib103" id="ref121">103</reflink>], [<reflink idref="bib47" id="ref122">47</reflink>], and [<reflink idref="bib22" id="ref123">22</reflink>] emphasized the need for integrated policies and multi-stakeholder collaborations to ensure a smooth school to work/adulthood transition process of young neurodivergent adults.</p> <hd id="AN0193165202-21">Evidence on Organizational-Based Employment Programs Is Scarce</hd> <p>Articles on neurodiversity employment programs in an organizational context are scarce. Of the 232 articles, two articles fit this description, both were published in 2019, and based in Australia using a single case study method. [<reflink idref="bib35" id="ref124">35</reflink>] described an autism specific on-site employment program that highlighted its positive aspects and key success features. [<reflink idref="bib21" id="ref125">21</reflink>] studied a hiring program for adults with high functioning autism at DXC Technology Company. There is a need for more research on existing programs such as Specialistern, SAP, and Hewlett Packard companies' well-known neurodiversity employment programs. There is also a need for more research from organizational management, and HRD scholars.</p> <hd id="AN0193165202-22">Discussion and Implications</hd> <p>We pursued this study to evaluate present efforts in neurodiversity and work to map the publishing trends, uncover common keywords, highlight key issues, and ultimately recommend research opportunities relevant to the business management and HRD fields. 232 social science-based, Scopus-indexed journal articles published between 1989 and 2022 (33 years) were analyzed using bibliometric and content analysis approaches generating network maps, categories, and observations in response to the objectives.</p> <hd id="AN0193165202-23">To Map the Production of Publications on Neurodiversity and Work</hd> <p>Research related to neurodiversity and work may be described as scant, under-developed, and fragmented. The literature on neurodiversity found for this study is informed by psychology. Psychology provided insights on employment and work-related issues, the research focused on understanding the neurodivergent as individuals in need of help with limited ability to contribute as employed workers. Articles on neurodiversity in management journals published in peer-reviewed journals in the chosen database are limited. Articles discussing successful experiences with neurodiversity and employment is also limited. There is a lack of or weak leads for employment related keywords.</p> <p>Existing knowledge on the neurodivergent has been shaped by a network of United States-based researchers and institutions forefronting U.S. perspectives. Work on neurodiversity and work is fragmented and lacks depth. The keyword and content analysis show diverse topics with limited connections between topics. The findings suggest that the medical model, which views disability as something to be treated and fixed ([<reflink idref="bib81" id="ref126">81</reflink>]), is the guiding framework.</p> <hd id="AN0193165202-24">To Understand Issues on Neurodiversity and Work</hd> <p>The promotion of neurodiversity employment involves various factors and interventions such as implementing workplace accommodations ([<reflink idref="bib5" id="ref127">5</reflink>]), developing inclusive hiring practices that highlight the strengths of neurodiverse individuals ([<reflink idref="bib92" id="ref128">92</reflink>]), providing training for employees to foster understanding and support for neurodiverse colleagues ([<reflink idref="bib55" id="ref129">55</reflink>]) and depends on involvement of multiple stakeholders, that is, governments, policy makers, health practitioners, educators, trainers, counsellors, NGOs, employers, organizations, etc. Development of neurodivergent individuals requires an integrated framework that transcends school/education – work/organization boundaries A common perspective in these articles is getting the neurodivergent ready for employment requires lifelong capacity building efforts. This problematic since neurodivergent is a term that encompasses people with learning disabilities, ADHD, and autism who function at a high level and can even earn graduate degrees. Many neurodivergent individuals possess unique strengths and skills organizations can through training and development opportunities that recognize their autonomy and potential. The resource-based view theory ([<reflink idref="bib9" id="ref130">9</reflink>], [<reflink idref="bib10" id="ref131">10</reflink>]) is a framework used to identify an organization's resources and capabilities to build a competitive advantage. It serves as a key foundation in strategic HRD 'which creates value by being business-led' ([<reflink idref="bib94" id="ref132">94</reflink>], p. 205). Employees serve as a resource with expected returns that will create value and contribute to a competitive advantage. People with disabilities, such as the neurodivergent, are undervalued and underemployed, that is, supported employment ([<reflink idref="bib36" id="ref133">36</reflink>]), and vocational rehabilitation ([<reflink idref="bib2" id="ref134">2</reflink>]). While underemployment lessens business costs, it also lessens an employee's ability to add value to the organization.</p> <hd id="AN0193165202-25">To Suggest Research Gaps in Relation to Management and HRD</hd> <p>Neurodiversity employment should be studied in specific countries because the employment of marginal groups is closely related to national policies, socio-economic issues, and norms ([<reflink idref="bib63" id="ref135">63</reflink>]) such as the United States and the United Kingdom. In the U.S., the Americans with Disabilities Act (ADA) mandates reasonable accommodations, but access to resources and accommodations depends on employer discretion, court decisions, and the communication skills of the individual ([<reflink idref="bib75" id="ref136">75</reflink>]). In the UK, policies like the Equality Act 2010 provide similar protections, and targeted initiatives such as the Access to Work program offers funding for accommodations ([<reflink idref="bib19" id="ref137">19</reflink>]). Research might examine how capacity and capability building through a National HRD framework ([<reflink idref="bib1" id="ref138">1</reflink>]) could include workplace policies for the neurodivergent that create positive outcomes.</p> <p>Inclusion of the neurodiverse in organizations should be pursued as a business strategy not as a charity making research needed from a strategic lens. Strategic lens might include the United Nations Sustainable Development Goal (UN SDG; [<reflink idref="bib106" id="ref139">106</reflink>]), Triple Bottom Line ([<reflink idref="bib97" id="ref140">97</reflink>]), Environmental, Social and Governance (ESG) ([<reflink idref="bib23" id="ref141">23</reflink>]), and sustainability, corporate social responsibility and HRD ([<reflink idref="bib90" id="ref142">90</reflink>]). Such research could enable business organizations to approach neurodiversity employment as a strategic issue. HRD must act as a change agent influencing top management, creating opportunities, increasing accessibility, and revamping traditional HRD practices to create the possibility for neurodiversity to become a competitive advantage ([<reflink idref="bib5" id="ref143">5</reflink>]). Research on neurodiversity and employment can trigger debates by revisiting prevailing theories and approaches to examine neurodiversity and employment from recruitment to training and performance improvement ([<reflink idref="bib51" id="ref144">51</reflink>]). Research could examine the use of technologies in the recruitment and selection of neurodivergent talents; redefinition of performance assessment and management; training and development approaches; and attractive compensation and benefits from the perspective of neurodivergent people.</p> <p>Based on our findings, we propose a framework (Figure 8) built on [<reflink idref="bib17" id="ref145">17</reflink>], [<reflink idref="bib18" id="ref146">18</reflink>]) Ecosystem Theory to guide research and efforts in integrating neurodiverse people into the workplace. To capture the complexities surrounding their work integration, we refer to Ecosystem Theory ([<reflink idref="bib17" id="ref147">17</reflink>], [<reflink idref="bib18" id="ref148">18</reflink>]) that emphasizes the influence and interconnectedness of micro-meso-macro level systems. The micro level refers to the efforts to understand the neurological uniqueness and limitations of neurodiverse individuals. The meso perspective concerns employing organizations' policies and strategies needed to integrate neurodiverse people. The macro level draws upon Institutional Theory ([<reflink idref="bib68" id="ref149">68</reflink>]; [<reflink idref="bib89" id="ref150">89</reflink>]) asserting that regulative, normative, and cultural cognitive factors such as laws, policies, strategies, and instruments. These factors introduced by local governments and international bodies to promote the economic and social inclusion of neurodiverse groups can influence organizations. Built upon a wider perspective of human capital development, the framework suggests capacity building examples to enhance employment prospects.</p> <p>Graph: Figure 8. Research initiatives framework: neurodiverse people and work.</p> <p>Operationalizing the framework will require three fundamental shifts. The first shift concerns lessening the influence of the Medical perspective and using the sociopolitical perspective ([<reflink idref="bib81" id="ref151">81</reflink>]) to address factors that create workplace barriers to neurodiverse people. The second shift is to revisit the dominance of resource-based view theory ([<reflink idref="bib8" id="ref152">8</reflink>]), in their business operations. Stakeholder theory ([<reflink idref="bib37" id="ref153">37</reflink>]) allows organizations to address the interests of multiple stakeholders, including neurodiverse employees. The third shift moves organizations from using strategic to sustainable HRD ([<reflink idref="bib90" id="ref154">90</reflink>]; [<reflink idref="bib106" id="ref155">106</reflink>]), which promotes neurodiversity employment and inclusion. Sustainable HRD allows alignment of HRD strategies with the triple bottom line goals to create value to business and society ([<reflink idref="bib97" id="ref156">97</reflink>]).</p> <p>The framework accentuates the complexity surrounding neurodiversity and work that necessitates an ecosystem approach. The framework captures the need to ensure collaborative commitment from various stakeholders, adoption of multi-disciplinary lenses, and to address institutional factors which promote the inclusion of neurodiverse employees.</p> <hd id="AN0193165202-26">Concluding Thoughts</hd> <p>Our study involved the bibliometric and content analysis of Scopus-indexed articles related to neurodiversity employment/work published between 1989 and 2022. The analysis led to the research initiatives framework which we hope will be used to guide research efforts on neurodiverse people and work. Research is needed to explore, understand, and integrate the neurodivergent into workplaces. This study has some limitations. First, it only used a single Scopus database. We are aware that other databases exist and we may have missed relevant publications. Future research may extract articles from other databases, such as Web of Science or Google Scholar. Secondly, the content analysis involved abstract analysis. Key information may not appear in the article abstracts. Future attempts to review the subject may involve a thorough analysis of the articles. Thirdly, the proposed research initiatives framework was conceptualized based on social-science fields and theories. 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Rocco</bibtext> </blist> <blist> <bibtext>Graph https://orcid.org/0000-0003-0137-1068</bibtext> </blist> <blist> <bibtext> The authors received no financial support for the research, authorship, and/or publication of this article.</bibtext> </blist> <blist> <bibtext> The authors declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.</bibtext> </blist> </ref> <aug> <p>By Rossilah Jamil; Ong Sin Ru and Tonette S. Rocco</p> <p>Reported by Author; Author; Author</p> <p></p> <p>Dr. Rossilah Jamil is Associate Professor at Azman Hashim International Business School, Universiti Teknologi Malaysia (UTM). Her works circle around the areas of HRM, HRD, and sustainable HR-related topics. She is a certified trainer with the HRD Corp Malaysia to clients from Malaysia and overseas.</p> <p>Dr. Ong Sin Ru earned her PhD from Universiti Teknologi Malaysia (UTM), specializing in Human Resource Management and Organizational Studies. She is passionate about understanding people at work and helping organizations create positive, high-performing environments where individuals can grow and thrive.</p> <p>Tonette S. Rocco is a Professor of Adult Education and Human Resource Development in the Department of Educational Policy Studies, Florida International University. She is Editor-in-Chief of New Horizons in Adult Education and Human Resource Development, 2024-2026 Ewha Global Fellow, Ewha Womans University, Korea, 2016 class of the International Adult and Continuing Education Hall of Fame, and a Houle Scholar.</p> </aug> <nolink nlid="nl1" bibid="bib91" firstref="ref1"></nolink> <nolink nlid="nl2" bibid="bib52" firstref="ref2"></nolink> <nolink nlid="nl3" bibid="bib79" firstref="ref3"></nolink> <nolink nlid="nl4" bibid="bib24" firstref="ref4"></nolink> <nolink nlid="nl5" bibid="bib74" firstref="ref5"></nolink> <nolink nlid="nl6" bibid="bib80" firstref="ref6"></nolink> <nolink nlid="nl7" bibid="bib70" firstref="ref7"></nolink> <nolink nlid="nl8" bibid="bib61" firstref="ref8"></nolink> <nolink nlid="nl9" bibid="bib20" firstref="ref9"></nolink> <nolink nlid="nl10" bibid="bib59" firstref="ref11"></nolink> <nolink nlid="nl11" bibid="bib27" firstref="ref12"></nolink> <nolink nlid="nl12" bibid="bib58" firstref="ref13"></nolink> <nolink nlid="nl13" 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  Group: Ti
  Data: Mapping of Neurodiversity and Work: Review and Research Agenda
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  Label: Language
  Group: Lang
  Data: English
– Name: Author
  Label: Authors
  Group: Au
  Data: <searchLink fieldCode="AR" term="%22Rossilah+Jamil%22">Rossilah Jamil</searchLink> (ORCID <externalLink term="https://orcid.org/0000-0002-0137-0172">0000-0002-0137-0172</externalLink>)<br /><searchLink fieldCode="AR" term="%22Ong+Sin+Ru%22">Ong Sin Ru</searchLink> (ORCID <externalLink term="https://orcid.org/0000-0001-9380-2050">0000-0001-9380-2050</externalLink>)<br /><searchLink fieldCode="AR" term="%22Tonette+S%2E+Rocco%22">Tonette S. Rocco</searchLink> (ORCID <externalLink term="https://orcid.org/0000-0003-0137-1068">0000-0003-0137-1068</externalLink>)
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  Data: <searchLink fieldCode="SO" term="%22New+Horizons+in+Adult+Education+%26+Human+Resource+Development%22"><i>New Horizons in Adult Education & Human Resource Development</i></searchLink>. 2026 38(2):101-117.
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  Label: Availability
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  Data: SAGE Publications. 2455 Teller Road, Thousand Oaks, CA 91320. Tel: 800-818-7243; Tel: 805-499-9774; Fax: 800-583-2665; e-mail: journals@sagepub.com; Web site: https://sagepub.com
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  Data: Y
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  Data: 17
– Name: DatePubCY
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  Group: Date
  Data: 2026
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  Data: Journal Articles<br />Information Analyses
– Name: Subject
  Label: Descriptors
  Group: Su
  Data: <searchLink fieldCode="DE" term="%22Neurodevelopmental+Disorders%22">Neurodevelopmental Disorders</searchLink><br /><searchLink fieldCode="DE" term="%22Employment%22">Employment</searchLink><br /><searchLink fieldCode="DE" term="%22Adults%22">Adults</searchLink><br /><searchLink fieldCode="DE" term="%22Research%22">Research</searchLink><br /><searchLink fieldCode="DE" term="%22Research+Needs%22">Research Needs</searchLink><br /><searchLink fieldCode="DE" term="%22Bibliometrics%22">Bibliometrics</searchLink><br /><searchLink fieldCode="DE" term="%22Journal+Articles%22">Journal Articles</searchLink><br /><searchLink fieldCode="DE" term="%22Authors%22">Authors</searchLink><br /><searchLink fieldCode="DE" term="%22Foreign+Countries%22">Foreign Countries</searchLink><br /><searchLink fieldCode="DE" term="%22Periodicals%22">Periodicals</searchLink><br /><searchLink fieldCode="DE" term="%22Citations+%28References%29%22">Citations (References)</searchLink><br /><searchLink fieldCode="DE" term="%22Information+Retrieval%22">Information Retrieval</searchLink>
– Name: Subject
  Label: Geographic Terms
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  Data: <searchLink fieldCode="DE" term="%22United+States%22">United States</searchLink><br /><searchLink fieldCode="DE" term="%22United+Kingdom%22">United Kingdom</searchLink><br /><searchLink fieldCode="DE" term="%22Australia%22">Australia</searchLink><br /><searchLink fieldCode="DE" term="%22Canada%22">Canada</searchLink><br /><searchLink fieldCode="DE" term="%22Sweden%22">Sweden</searchLink><br /><searchLink fieldCode="DE" term="%22Israel%22">Israel</searchLink><br /><searchLink fieldCode="DE" term="%22Netherlands%22">Netherlands</searchLink><br /><searchLink fieldCode="DE" term="%22Italy%22">Italy</searchLink><br /><searchLink fieldCode="DE" term="%22Spain%22">Spain</searchLink><br /><searchLink fieldCode="DE" term="%22Finland%22">Finland</searchLink>
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  Data: 10.1177/19394225251376779
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  Label: ISSN
  Group: ISSN
  Data: 1939-4225
– Name: Abstract
  Label: Abstract
  Group: Ab
  Data: Using the bibliometric and content analysis approaches, we extracted 232 Scopus-indexed journal articles on neurodiversity employment and work published from the year 1989 to 2022. The VOSviewer software was used for the bibliometric analysis. The findings indicate that articles on neurodiversity and work are scant, under-explored, and fragmented. Key publications were contributed by a small circle of individuals, institutions, and countries. The analysis generated observations regarding the common focus, topic coverage, and authors. We conclude by proposing a multi-level framework to guide research efforts in integrating neurodiverse people into the workplace.
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  Data: 2026
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  Data: EJ1504088
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        Value: 10.1177/19394225251376779
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        PageCount: 17
        StartPage: 101
    Subjects:
      – SubjectFull: Neurodevelopmental Disorders
        Type: general
      – SubjectFull: Employment
        Type: general
      – SubjectFull: Adults
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      – SubjectFull: Research Needs
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