Authentic inclusion or risk of discrimination: Organizational context and employees' attitudes towards colleagues with neurodivergence, developmental and/or mental health related disabilities

Although efforts in the U.S. have been made to encourage equal employment opportunities, persons with disabilities (PwDs) remain the largest population in the category of underemployed and unemployed. Furthermore, despite managers' increased commitment to developing inclusive organizations, the risk of discriminatory behavior remains high, especially towards employees with neurodivergence, other developmental and/or mental health related disabilities. This study's conceptual framework is the result of a systematic review using a realist synthesis methodology to analyze and synthesize primary research evidence. The study's findings revealed two main patterns of interactions between organizational context factors and interventions influencing different mechanisms that inhibit or support employees to change their stigmatizing beliefs and engage in inclusive relationships with fellow colleagues with disabilities. Building on findings from a systematic review of prior research, this study derives a conceptual model identifying the two opposing extreme patterns that characterize the employment phenomena of PwDs: one leading to authentic inclusion, and the other maintaining the status quo, with its risk of discriminatory behavior in non-inclusive contexts. A particular pattern described as inauthentic inclusion was also identified and included in the model. This pattern shows an interaction between employment strategies influenced by values of social equity and mechanisms that lead to either employees changing their stigmatizing beliefs about fellow colleagues with disabilities, or resisting change and engaging in behaviors that maintain stigma manifestations in workplace interactions. The scope of this study was limited to the phenomena surrounding the employment of individuals with neurodivergence (e.g., Asperger's, ADHD, epilepsy, autism, dyslexia), developmental (e.g., Down's syndrome, speech and language disorders) and/or mental health (e.g., PTSD, TBI, anxiety, depression) related disabilities. The results provide significant implications for researchers exploring the complex issues surrounding the employment of people with these disabilities. Based on this study's findings, recommendations are made for practitioners interested in developing a more inclusive workforce and reducing discrimination risk and perceptions of liability associated with their employment.