Abstract:

Purpose: This study investigates how collaborative job crafting within work dyads (hierarchical or peer-based) acts as a micro-social mechanism to bridge relational and functional gaps for ADHD and autistic professionals. It aims to shift the focus from static, top-down accommodations to the active, daily co-construction of sustainable inclusion.

Design/methodology/approach: Adopting a qualitative approach rooted in the biopsychosocial model, the research utilizes semi-structured interviews (N=16) with 5 dyads, including both neurotypical-neurodivergent (NT-ND) and neurodivergent-neurodivergent (ND-ND) configurations. The data is analyzed using Gioia’s systematic methodology to identify the practices that foster authenticity and belonging.

Findings: Preliminary results suggest that sustainable inclusion depends on bidirectional adjustment within the dyad. Collaborative job crafting allows for the negotiation of work boundaries, addressing executive function challenges (functional gaps) and communication discrepancies (relational gaps)—thereby reducing the need for masking.

Research limitations/implications: The study emphasizes the critical role of Person-environment (P-E) fit and Social Exchange Theory (SET) in neurodiversity management. It highlights that neuro-inclusion is a relational process rather than a mere compliance-based outcome.

Originality/value: By examining the dyad as the primary unit of analysis and including ADHD profiles alongside autism, this paper provides a novel perspective on how workplace relationships can overcome the double empathy problem and foster sustainable neuro-inclusion.

Please choose your submission type: Full Paper

Primary Track: Organisational Psychology

Keywords: Employee Health, Safety and Well Being at Work    ;Person-Organisation Fit and Other Forms of Fit    ;Individual differences in organisations    ;Neuroscience and organisations    ;Interpersonal and organisational trust   

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Dr. Christian MAKAYA