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Smith, Lauren-Anne (2024) Tailoring Learning, Training and Development Initiatives: Exploring how organisations can reduce the barriers that the neurodivergent employee faces. Masters thesis, Dublin, National College of Ireland.
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Abstract
Approximately 15% - 20% of the population are neurodiverse (McAllister, 2023) yet only 29% of autistic individuals are employed (Office for National Statistics, 2021), and only 20% of employees feel their organisation’s policies are supportive of neurodiversity (Bank of Ireland, 2024). There is ample literature discussing learning, training and development (LT&D) however there is a clear gap in the literature where neurodiversity is concerned. This study sought to bridge the gap between the two and identify how organisational learning and training can be harnessed to support the neurodiverse employee and improve neuro-inclusion in the workplace.
This research study examined the experience of neurodivergent individuals in the workplace to identify how organisations can harness learning, training and development to better support neurodiversity in the workforce. The study took a mixed methods approach with the data being collected via a survey that was distributed online. It had a total of 56 participants with 4 exclusions, varying in age, gender, employment type and neurodiverse condition. The participants were individuals with a mixture of formal diagnoses and self-identified neurodiverse conditions to encompass the growing community and accurately measure the experience of the neurodivergent person. The research sought to measure neurodivergent individuals' perceptions of organisational understanding of neurodiversity, their experience as employees, their perception of needing to camouflage, neuro-inclusion and developmental and progression opportunities for the neurodivergent individual in the workplace. The study found that neurodiverse employees do not have a positive experience in the workforce, and they perceive organisations to have a poor understanding of neurodiversity and how to support it. It was also found that there is no difference in how the workforce is experienced and perceived by neurodiverse individuals regardless of the formality of their diagnosis. An increased want for accommodations personalised to the needs of the neurodiverse employee was identified as was the need for organisations to harness their LT&D initiatives to improve understanding and awareness of neurodiversity to create a more open, neuro-inclusive workplace.
| Item Type: | Thesis (Masters) |
|---|---|
| Supervisors: | Name Email Evans Fitzsimons, Jennifer UNSPECIFIED |
| Subjects: | H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management > Diversity H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management > Equal Opportunity in Employment H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management > Training and Development |
| Divisions: | School of Business > Master of Arts in Human Resource Management |
| Depositing User: | Ciara O'Brien |
| Date Deposited: | 17 Jun 2025 16:17 |
| Last Modified: | 17 Jun 2025 16:17 |
| URI: | https://norma.ncirl.ie/id/eprint/7880 |
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