Stigmatization of neurodivergence in the workplace

Neurodistinct (e.g., autistic, dyslexic, ADHD) people, who comprise 17-20% of the population, continue to be stigmatized in the workplace. Several bodies of literature address the stigmatization of neurodivergence, but a comprehensive model of how it arises in organizations does not exist, particularly as it relates to socio-contextual and perceiver-based factors. Some existing empirical accounts in which neurodistinct stigmatization is evident currently do not align with theoretical explanations, drawing attention to the need for more comprehensive conceptualization. Without such a model, theorizing about disclosure decisions and identity management, and organizational practice and policy adjustments to support neurodiversity, are incomplete. In this paper, I address this issue through a conceptual integration; I build on a stigma theory informed interaction model to trace pathways of potential neurodistinct stigmatization with a particular focus on characteristics of the social setting and the perceiver. I identify three bases of neurodistinct stigmatization-label, invalidation, and deviance-which each imply different perceiver experiences and interactional outcomes. I further discuss how the model contributes to understandings of identity management and organizational action to support workplace neurodiversity.