Experiences of neurodivergent employees with requesting adjustments at work and the perceived impact on their sustainable employment: A qualitative study

Abstract

This study examined the experiences of seventeen neurodivergent employees and experts about the barriers to request adjustments at work and the perceived impact on the sustainable employability of neurodivergent employees in the Netherlands. By using semi-structured interviews, I collected qualitative data about their experiences. Most participants experienced that understanding about their neurodiversity and using a person-centered approach were more important than adjustments themselves but that these were also important factors that influenced requesting adjustments. Disclosure was perceived as most crucial factor as disclosing participants reported to disclose to increase understanding among their manager and colleagues and in order to request adjustments. Participants that did not disclose mentioned stigmatization and a low-self-esteem as main reasons and reported to not have requested adjustments because of this. Other factors that were perceived as important included self-knowledge and understanding about neurodiversity, organizational culture, and the employers’ knowledge about neurodiversity. The majority of disclosing participants had requested adjustments reported to mainly feel a perceived positive impact on different dimensions of their sustainable employability while non-disclosing participants reported to mainly perceive a negative impact on their sustainable employability. These findings provide a better understanding of how neurodivergent employees experience to feel included at work and how this effects their employment.