Neurodiversity-Inclusive HR Systems: Designing Adaptive Workflows for Cognitive Pluralism in Modern Organizations

Abstract

This analytical research paper examines the level of accommodation that modern Human Resource (HR) Systems offer to Neurodivergent employees in the contemporary organizational environment. While there has been growing awareness of neurodiversity as a facet of diversity, equity and inclusion (DEI) in the workplace, empirical evidence suggests that HR practices, such as standardized orientations, performance assessment systems and cognitive task allocation mechanisms, are still largely configured around neurotypical norms. The study is based on a primary survey data collected from 250 employees from five industry sectors in India and it has used quantitative analytical approaches such as descriptive statistics, chi-square test of association, one-way ANOVA and multiple regression analysis. Results indicate that there were statistically significant relationships between type of neurodiversity and perceived HR system flexibility (χ² = 31.58, p<0.001), and between manager awareness and employee inclusion climate scores (mean = 2.79, SD = 1.38). HR system flexibility (β=0.39), manager awareness (β=0.27), and availability of assistive technology (β=0.18) are the top three variables that predict workplace accommodation satisfaction (Adjusted R²=0.61). The paper explores the barriers and enablers for inclusive workflow design and introduces the five-pillar Cognitive Pluralism Architecture (CPA) framework for an HR system development to be neurodiversity-responsive. The study adds to the existing organizational psychology and HRM literature by connecting theoretical concepts and models of universal design, cognitive diversity, and adaptive workplace systems with solid empirical evidence and positive practical suggestions.