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Jha, Vidhya (2025) Inclusion of neurodivergent employees in small-to-medium sized enterprises in Ireland: A qualitative research study from the perspective of HR managers. Masters thesis, Dublin, National College of Ireland.
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Abstract
Background and Aims: Neurodiversity is an important part of organisational diversity, but it is often overlooked in wider DE&I (Diversity, Equity & Inclusion) efforts because many neurodiverse conditions are not visible and sometimes it is misunderstood with disability. Neurodiversity in the workplace offers valuable insights into workplace practices, providing useful guidance for both employers and neurodivergent individuals (RICKE, 2025). Literature reveal several barriers and approaches that employers may take for inclusion of neurodivergent employees (Hutson & Hutson, 2023) (Ali, et al., 2024) (Antony, et al., 2024) (Hays-Thomas, 2022), however, there remains a need for more in-depth research focused specifically within Small and Medium-sized Enterprises (SMEs) in Ireland. Moreover, previous studies are focused broadly on autism spectrum disorder (ASD) or even neurodiversity from the perspective of neurodivergent individuals (Albright, et al., 2020) (Hargreaves, et al., 2022). This study specifically examines the perspective of Human Resource (HR) managers within SMEs in Ireland on the topic of inclusion of neurodivergent employees within SMEs.
Method: A qualitative thematic method was used (Braun & Clarke, 2006), with semi-structured interviews of six Human Resources (HR) managers holding experience in recruitment, training and employee management within SMEs in Ireland. The participants were identified through convenience and snowball sampling. A thematic analysis was performed using Microsoft Excel and Microsoft Word.
Result: Four key themes emerged from the data: (i) Perceived gap between organisational awareness of neurodiversity and actions to increase inclusion of neurodivergent employees, (ii) Organisational and systematic barriers, (iii) Organisational culture and leadership support, and (iv) Human Resources and organisation interventions.
Conclusion: Result indicates that while HR managers recognise several benefits towards inclusion of neurodivergent individuals within workplace, there are some barriers that limits SMEs to include neurodivergent individuals within the workplace. However, it is also observed that these barriers can be addressed through education, awareness, fostering inclusive work culture and organisations strategic intervention.
| Item Type: | Thesis (Masters) |
|---|---|
| Supervisors: | Name Email Mothersill, David 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 > Small Business Sector |
| Divisions: | School of Business (- 2025) > Master of Arts in Human Resource Management |
| Depositing User: | Ciara O'Brien |
| Date Deposited: | 08 Dec 2025 15:02 |
| Last Modified: | 08 Dec 2025 15:02 |
| URI: | https://norma.ncirl.ie/id/eprint/9011 |
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