Table 5 CIMO structure research into... | Emerald Publishing

Table 5

CIMO structure research into occupational neurodiversity (Denyer et al., 2008)

	Micro	Meso	Macro
Context What do we know about individual, organization and societal influences on neurodiversity inclusion?	How do intersectional aspects of individual experience such as gender, ethnicity, sexual orientation, age, socioeconomic status affect neurominorities? Can support at key contextual transitions improve outcomes, such as education to work, unemployment to work, career progression points?	Do environments which provide a closer “person-environment fit” of neurodiverse need/talents lead to lower rates of occupational exclusion? What is the role of naturally occurring supports such as schedule flexibility and minimal environmental distractions? What happens when job tasks relate to skills uncompromised by neurominority such as autistic special interests or ADHD creativity (Meilleur et al., 2015; White and Shah, 2006)? Do environments that systematically provide (for example assistive technology and/or coaching) lead to lower rates of occupational exclusion?	Are we seeing tokenistic examples of deliberate inclusion only (Bernick, 2019; Philipson, 2014) or the start of a cultural shift? To what extent are communication norms in education and training design keeping pace with technological and cultural shifts in the world of work?
Intervention What interventions exist and what do we know about how they are deployed and their effectiveness?	What is the extent of provision for coaching, mentoring, career support, assistive technology, schedule and environmental flexibilities and more? Research needed to map individual experience of adjustments and their prevalence	What employer-led adjustment activities currently exist to accommodate neurominority in the workplace, e.g. supervisor training and HR protocols? How prevalent are they in different countries and sectors? How are adjustments determined, recommended and communicated to employers and employees?	What labor market policy interventions exist and what do we know about their effect on neurominorities – e.g. the full inclusion of neurominority in disability policy, specific policy targeting neurominorities?
Mechanisms How might interventions “work?”	What is the psychology of intervention activities for neurominorities, do they operate on cognitive, emotional, behavioral or social capital mediators?	How can we investigate the impact of inclusion using theories and frameworks such as leader-member exchange, in-group/out-group, motivation and engagement, psychological contract and organizational justice?	How has the narrative on neurodiversity influenced the perceptions of policy makers and employers regarding the recruitment and potential of people with neurominority diagnoses? To what extent are neurominority disablements technologically determined?
Outcome	To what extent do individual interventions provide improvements in longitudinal occupational outcomes for neurodiverse employees, such as higher rates of employment, promotion and representation at senior levels of organizations? What quality of life benefits are there when inclusion is manifest?	What is the cost benefit of providing adjustments to employers? Which outcomes have value, e.g. direct productivity improvement via talent, indirect via increased workforce engagement, representation, turnover, absence? Do inclusive contexts and successful interventions actually lead to the retention and expression of ‘talent?	How can we assess the wider societal benefits of neurodiversity inclusion such as improvements in the employment gap, recidivism, increased representation in senior roles and positions of influence?

	Micro	Meso	Macro
ContextWhat do we know about individual, organization and societal influences on neurodiversity inclusion?	How do intersectional aspects of individual experience such as gender, ethnicity, sexual orientation, age, socioeconomic status affect neurominorities?Can support at key contextual transitions improve outcomes, such as education to work, unemployment to work, career progression points?	Do environments which provide a closer “person-environment fit” of neurodiverse need/talents lead to lower rates of occupational exclusion?What is the role of naturally occurring supports such as schedule flexibility and minimal environmental distractions? What happens when job tasks relate to skills uncompromised by neurominority such as autistic special interests or ADHD creativity (Meilleur et al., 2015; White and Shah, 2006)?Do environments that systematically provide (for example assistive technology and/or coaching) lead to lower rates of occupational exclusion?	Are we seeing tokenistic examples of deliberate inclusion only (Bernick, 2019; Philipson, 2014) or the start of a cultural shift?To what extent are communication norms in education and training design keeping pace with technological and cultural shifts in the world of work?
InterventionWhat interventions exist and what do we know about how they are deployed and their effectiveness?	What is the extent of provision for coaching, mentoring, career support, assistive technology, schedule and environmental flexibilities and more? Research needed to map individual experience of adjustments and their prevalence	What employer-led adjustment activities currently exist to accommodate neurominority in the workplace, e.g. supervisor training and HR protocols? How prevalent are they in different countries and sectors?How are adjustments determined, recommended and communicated to employers and employees?	What labor market policy interventions exist and what do we know about their effect on neurominorities – e.g. the full inclusion of neurominority in disability policy, specific policy targeting neurominorities?
MechanismsHow might interventions “work?”	What is the psychology of intervention activities for neurominorities, do they operate on cognitive, emotional, behavioral or social capital mediators?	How can we investigate the impact of inclusion using theories and frameworks such as leader-member exchange, in-group/out-group, motivation and engagement, psychological contract and organizational justice?	How has the narrative on neurodiversity influenced the perceptions of policy makers and employers regarding the recruitment and potential of people with neurominority diagnoses? To what extent are neurominority disablements technologically determined?
Outcome	To what extent do individual interventions provide improvements in longitudinal occupational outcomes for neurodiverse employees, such as higher rates of employment, promotion and representation at senior levels of organizations? What quality of life benefits are there when inclusion is manifest?	What is the cost benefit of providing adjustments to employers?Which outcomes have value, e.g. direct productivity improvement via talent, indirect via increased workforce engagement, representation, turnover, absence?Do inclusive contexts and successful interventions actually lead to the retention and expression of ‘talent?	How can we assess the wider societal benefits of neurodiversity inclusion such as improvements in the employment gap, recidivism, increased representation in senior roles and positions of influence?