Abstract
Purpose. The purpose of this qualitative phenomenological study is to explore and understand the lived experiences of neurodivergent independent adults who have participated in or been impacted by inclusion and belonging initiatives in the workplace, and to attempt to uncover the meanings and essence of how neurodivergent employees perceive, interpret, and experience inclusion and belonging initiatives within organizational settings.
Theoretical Framework. This study uses inclusive leadership and sense of belonging frameworks to examine how neurodivergent adults experience workplace initiatives. Inclusive leadership fosters psychological safety, fairness, and empowerment, strengthening belonging. Together, these frameworks support a neuroinclusive culture defined by equitable access, cognitive diversity, and innovation.
Methodology. This qualitative study leveraged a descriptive phenomenological method to explore the voices of neurodivergent independent adults and describe their lived experiences in the workplace, specifically around workplace inclusion and belonging initiatives. It included 10 semi-structured interviews. The phenomenological method allowed the researcher to understand and describe the essence of the study participants’ experiences, thus providing grounded recommendations for how organizations can foster and champion neuroinclusion. The researcher applied the Clark Moustakas method in data analysis.
Findings and Conclusion. Ten semi-structured interviews revealed four themes: invisibility and systemic exclusion, the distinction between inclusion and belonging, cognitive mismatch and masking, and the potential of co-created change. From these themes, nine findings emerged, showing that authentic inclusion for neurodivergent adults requires more than performative efforts. Participants called for cultural transformation driven by inclusive leadership, alignment between strategy and daily practice, and sustained advocacy that embeds neuroinclusion into systems. Belonging arises when structural supports, cultural norms, and emotionally safe environments work together, reducing the need for self-advocacy and masking. Centering neurodivergent voices is essential to creating truly effective and supportive inclusion and belonging initiatives.
Recommendations. Future research should replicate this study across specific sectors (e.g., nonprofit, higher education, corporate, government), compare experiences across neurotypes, and investigate structural barriers limiting accessibility of inclusion initiatives. Additional investigation should also explore how neurodiversity intersects with cultural identity and gender in shaping experiences of workplace inclusion and belonging.