Qualitative interview study reveals mixed perspectives on AI-enabled neuroinclusion among HR professionals, suggesting the necessity of ethical governance and participatory design.
Key Points
To examine how human resource professionals perceive the role, opportunities, and risks of artificial intelligence in advancing workplace inclusion for neurodivergent employees.
Conducted a qualitative exploratory study utilizing semi-structured interviews with 12 HR professionals across diverse industries (N=12).
Analyzed interview transcripts thematically in MAXQDA 2022 through the lenses of the social model of disability, inclusive human resource management, and socio-technical systems theory.
HR views spanned deficit-oriented to strengths-based paradigms, determining whether organizational inclusion was pursued reactively or strategically.
Participants identified AI capabilities in reducing bias, supporting adaptive learning, and boosting accessibility, alongside risks of algorithmic bias, opacity, and depersonalization.
Interviewees emphasized that AI must assist rather than replace human judgment, requiring ethical governance, participatory AI design, and targeted manager training.