Beyond Neurodiversity Lite: Improving the Robustness of Neurodiversity Employment Programs
指出当前神经多样性就业项目效果有限，源于三大挑战：过度强调员工优势而忽视组织变革、未承认神经多样性员工的隐性负担、以及忽视交叉身份的影响，并提出改进建议以创建真正包容的组织。
ABSTRACT The confluence of economic conditions and emerging evidence of the advantages of a neurodiverse workforce has sparked dozens of high‐profile neurodiversity employment programs. Despite some success, the impact of these initiatives pales in comparison to the scope of employment challenges facing neurodivergent job seekers. In this article, we argue that the limited impact of neurodiversity employment initiatives is a function of at least three key challenges: (1) an emphasis on the strengths of neurodivergent employees without a simultaneous focus on substantial organizational change; (2) unrecognized demands placed on neurodivergent employees to navigate their work and careers; and (3) a focus on prototypical forms of neurodiversity without considering intersectional identities and their implications for inclusion and belonging. Acknowledging these limitations, we build on the foundation of these programs and provide suggestions for fostering cultural changes aimed toward improving and broadening the impact of neurodiversity employment programs to create truly neuroinclusive organizations.