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Factors shaping the employment outcomes of neurodivergent and neurotypical people: Exploring the role of flexible and homeworking practices
16 references·4 citing·46 second hop
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References

  • 2002A model of (often mixed) stereotype content: Competence and warmth respectively follow from perceived status and competition.7,356 cited
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  • 2011E pluribus unum? A critical survey of job quality indicators270 cited
  • 2017Neurodiversity as a Competitive Advantage266 cited
  • 2015Transition into Young Adulthood: National Autism Indicators Report251 cited
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  • 2018On the treatment of persons with disabilities in organizations: A review and research agenda215 cited
  • 2003Barriers or Opportunities? The Causes of Contingent and Part‐Time Work Among People with Disabilities207 cited
  • 2007Two-Year Evaluation of a Vocational Support Program for Adults on the Autism Spectrum

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202 cited
  • 2017Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in Australia196 cited
  • 2016Autism and Overcoming Job Barriers: Comparing Job-Related Barriers and Possible Solutions in and outside of Autism-Specific Employment195 cited
  • Cited by

    • 2024Career Guidance and Employment Issues for Neurodivergent Individuals: A Scoping Review and Stakeholder Consultation34 cited
    • 2025Neurodivergence and the Workplace: A Systematic Review of the Literature25 cited
    • 2025Tech‐Enabled Inclusion: Leveraging Social Media to Empower Neurodivergent Employees in the Workplace20 cited
    • 2025Should I Stay or Should I Go? A Relational Biopsychosocial Perspective on Neurodivergent Talent, Career Satisfaction and Turnover Intention20 cited