When Neurodiversity and Ethnicity Combine: Intersectional Stereotyping and Workplace Experiences of Neurodivergent Ethnic Minority Employees
研究51位神经多样性少数族裔专业人士在英美职场的经历，发现神经多样性与种族背景交叉影响刻板印象，对黑人和拉丁裔员工强化负面假设，对亚裔员工则可能挑战模范少数族裔刻板印象。
ABSTRACT This study investigates the workplace experiences of 51 ethnic minority professionals who self‐identify as neurodivergent, focusing specifically on the impact of intersectional stereotyping within organizations in the United Kingdom and United States. Drawing on models of intersectional stereotyping, the research explores how neurodivergent employees' racial or ethnic minority backgrounds influence their self‐perceptions and experiences regarding prevailing stereotypes in professional environments. Semi‐structured interviews reveal that neurodiversity intersects with ethnicity, to either amplify or mitigate prevailing stereotypes during recruitment, performance evaluations, and career progression. Specifically, for Black and Latinx professionals, neurodiversity intensifies pejorative assumptions, reinforcing deficit stereotypes, while for Asian participants, neurodiversity can contradict the “model minority” stereotype. Neurodivergent behaviors are often seen as cultural mismatches with dominant norms, leading individuals to employ identity management strategies for professional advancement. This study extends general HRM diversity and neurodiversity research agendas by elucidating salient intragroup differences at this intersection, expanding intersectional stereotyping literature to include neurodiversity, and underscoring the practical need for integrated organizational inclusion initiatives that address the complex interrelationships between ethnicity and neurodiversity.