Neurodiversity and fair work: understanding barriers and facilitators in the workplace

Purpose This viewpoint article examines how organisations can better support neurodivergent employees. It identifies key barriers and facilitators to fair work and clarifies how leaders, HR professionals and line managers can enhance inclusion by recognising neurodiversity as natural form of human variation rather than a deficit. Design/methodology/approach The article integrates the author's organisational experience with contemporary scholarship on neurodiversity, HRM and organisational culture. It adopts a reflective, interpretive approach typical of viewpoint papers, privileging lived experience and practice-based evidence over hypothesis testing. Findings Systemic barriers such as inconsistent accommodations, inflexible working, disclosure stigma, biased recruitment and progression, generic training and resistance to change continue to disadvantage neurodivergent employees, whereas fair work is enabled by clear and compassionate communication, psychological safety, relational HR practices, neuroinclusive smart working, person-centred training and accountable leadership underpinned by neuroinclusive governance. Research limitations/implications The article synthesises existing research and lived-experience studies rather than reporting new empirical data. It identifies under-explored areas and proposes directions for longitudinal, intersectional and practice-oriented research. Practical implications Specific recommendations are offered for redesigning recruitment, performance management, accommodation processes, HR practices, smart working arrangements and cultural norms to support fair work practices for neurodivergent employees. Social implications The article highlights how entrenched neurotypical norms reproduce wider labour-market inequalities for neurodivergent people and positions neuroinclusive HRM as a matter of social justice as well as organisational performance. Originality/value By bringing together emotional labour, intersectionality and organisational readiness, the article offers a systems-oriented, relational account of neuroinclusion that moves beyond one-off awareness narratives.