Institutional framework for neurodiversity employment

Purpose This study aimed to explore the influence of institutional approach on shaping neurodiversity employment initiatives. Design/methodology/approach This study employed a qualitative case study approach to explore neurodiversity employment practices, focusing on Malaysia. We applied the snowball sampling technique to recruit targeted participants, including human resource practitioners, job coaches and neurodivergent individuals. We conducted online semi-structured in-depth interviews to elicit their views. Thematic analysis was then performed to identify themes. Findings In total, we interviewed 22 individuals representing different stakeholder groups in neurodiversity employment to gather their perspectives on neurodiversity employment in the workplace. The findings revealed regulative, normative and culture-cognitive pillar shaped the implementation of neurodiversity employment in the organization. This paper proposed an institutional framework that shapes neurodiversity employment within organization. Research limitations/implications The study acknowledged its limited sample size, suggesting future research should expand the sample size to better understand neurodiversity employment experiences. Practical implications Establishing normative processes was deemed essential for fostering neurodiversity employment in the workplace. This involves creating programs designed to attract, support and sustain neurodivergent individuals. Social implications The study suggested that employing a persuasive approach may be more effective in driving organizational change than relying on regulatory mandates. Originality/value This study contributes to the literature by applying Institutional Theory to explain how three forces shape the implementation of neurodiversity employment within organizations. It extends existing organizational research on diversity and inclusion to the underexplored context of neurodiversity employment.