NEURODIVERSITET I ARBETSLIVET - En kvalitativ studie om kognitiva olikheter på arbetsplatsen utifrån ett organisationsperspektiv
This study examines the exclusion of neurodivergent individuals with autism in today’s labour market. There is a lack of skills and competences in several industries, but still, these individuals who are cognitive different are excluded. The purpose of the study has been to investigate companies views on neurodiversity, how it can create values but also the potential challenges that companies could be facing. We also investigated different strategies that can be used to manage neurodiversity at a workplace and furthermore gain an understanding of what is required for more companies to dare employ neurodivergent individuals. We have done a qualitative study using the method of interviews. Seven re-spondents from six different organizations with experience of neurodiversity and autism have participated. The collected data has been thematized and presented in the following main themes; the view of neurodiversity, value and challenges, and strategies. The study has found that a neurodivergent workplace can result both in hard and soft values for companies, for example the social work environment can be improved, the employee turnover can be reduced and neurodiversity can create a greater opportunity for companies to recruit efficient employees. At the same time, we found that neurodiversity came with challenges, for example communication challenges and the challenge to adjust the workplace for every single individual. To succeed with a neurodivergent workplace companies need good adaptation- and matching strategies, which can be achieved through knowledge about neurodiversity and the specific diagnose, in this case autism. This knowledge can be achieved from either the companies own experience, but also from external parties as for example Arbetsförmedlingen (the Labour office) and knowledge organizations. By spreading knowledge about neurodiversity and how it can be managed, as well as highlighting the value it can mean for companies, more organizations may develop the courage to employ neurodivergent individuals (ND-indiviuals).