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Stories of the Mind: Perspectives from the Tulane Neurodiverse Community

This guide is a resource that will serve as a starting point for successfully employing neurodiverse staff at Tulane University.

In the Library

Journal Articles

Neurodiversity in the Workplace Chapter 2 - Shaping Organizational Climates to Develop and Leverage Workforce Neurodiversity Chapter 2 explores how organizations can bolster their workplace inclusion in ways that consider the natural variation in human neurocognitive functioning to provide altered workplace environments that leverage the strengths of all employees. Entitled Shaping Organizational Climates to Develop and Leverage Workforce Neurodiversity, by Sabrina Volpone, Derek Avery, and Julie Wayne, the authors ask why “instead of placing the unnecessary burden on neurodivergent individuals, what if workplaces altered their environments so that all employees - including those who are neurodivergent- could easily apply their strengths at work?” Throughout the chapter, the authors discuss how neurotypical norms have dominated human resource management practices for so long that there is a crucial need to critically analyze these norms and establish new norms if we are going to be able to support neurodivergent applicants and employees. The response offered by these authors is to closely examine all facets of the employment process in light of the role of climate in considering neurodiversity in the workplace. This is accomplished by an initial discussion of the role of psychological climates and their role in supporting neurodiversity in organizations.

Volpone, S. D., Avery, D. R., & Wayne, J. H. (2022). Shaping organizational climates to develop and leverage workforce neurodiversity. Neurodiversity in the Workplace, 16–59.


Neurodiversity at work: a biopsychosocial model and the impact on working adults - The term neurodiversity is defined and discussed from the perspectives of neuroscience, psychology and campaigners with lived experience, illustrating the development of aetiological theories for included neurodevelopmental disorders. The emerging discourse is discussed with relevance to adults, social inclusion, occupational performance and the legislative obligations of organizations.

Doyle N. (2020). Neurodiversity at work: a biopsychosocial model and the impact on working adults. British medical bulletin, 135(1), 108–125.

ADHD-Related Neurodiversity and the Entrepreneurial Mindset - To better understand how neurodiversity (i.e., neurobiological/brain-related differences) is related to entrepreneurial cognition, this study draws on prior research from entrepreneurship and neuroscience to empirically examine the relationship between attention-deficit/hyperactivity disorder (ADHD) and the entrepreneurial mindset. We examine differences between entrepreneurs with and without ADHD in cognitive style, entrepreneurial alertness, metacognition, and resource-induced coping heuristic (RICH). Our results suggest neurodiversity from ADHD is meaningfully related to aspects of an entrepreneurial mindset. Our results suggest entrepreneurs with ADHD employ a more intuitive cognitive style and demonstrate higher levels of entrepreneurial alertness and RICH, while no significant differences in metacognition were found.

Moore, McIntyre, N. H., & Lanivich, S. E. (2021). ADHD-Related Neurodiversity and the Entrepreneurial Mindset. Entrepreneurship Theory and Practice, 45(1), 64–91.

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