Work, Intersectionality, and Neurodiversity: Understanding and Improving Inclusion Across the Career Span
DETAILS
CALL FOR PAPERS
Work, Intersectionality, and Neurodiversity: Understanding and Improving Inclusion Across the Career Span
Journal: Journal of Managerial Psychology
Publisher: Emerald Publishing
Submission Opens: 1 March 2026
Submission Deadline: 31 December 2026
Introduction
Neurodivergent adults (autism, ADHD, dyslexia, dyspraxia) face structural employment barriers—not incidental but embedded in neurotypical norms that treat cognitive differences as deficits. Single-axis inclusion efforts overlook mid‑ and late‑career stages and intersecting identities (gender, race, class, migration, sexuality, age). This SI applies psychological theory to managerial practice, exploring how, when, and for whom HR and line‑management practices enable or constrain inclusion, belonging, and career progression. We seek work that links intersectional neurodiversity to mechanisms affecting psychological safety, retention, and wellbeing across the career span.
Guest Editors
Debora Gottardello, PhD 📧 (debora.gottardello@ed.ac.uk)
Narda R. Quigley, PhD 📧 (narda.quigley@villanova.edu)
Susanne M. Bruyère, PhD 📧 (Smb23@cornell.edu)
Scope & Objectives
Examine how intersectional stigma and minority‑stress processes shape experiences of autistic and neurodivergent workers.
Explore life‑course and physiological transitions (e.g., menopause, ageing, chronic conditions) in neurodivergent careers.
Identify psychologically informed managerial levers: selection, appraisal, feedback, leadership development, communication norms, and culture.
Encourage interdisciplinary, intersectional, and co‑produced research that can translate into equitable HR practices.
List of Topic Areas
Submissions may address (but are not limited to):
Intersectional patterns of inclusion, retention, progression, and wellbeing across early, mid, and late career stages for neurodivergent workers.
HR and line‑management practices: recruitment, appraisal, promotion, and leadership development; intersecting biases and evidence‑based redesign.
Intersectional experiences of neurodivergence linked to ethnicity, gender, sexuality, class, migration status, and age.
Physiological and health transitions (menopause, chronic conditions) in relation to neurodivergence.
Late/retroactive diagnosis, disclosure, professional identity, and career trajectories.
Organisational culture, leadership, and policy frameworks that foreground intersecting identities and power.
Cross‑cultural, non‑Western, and decolonial perspectives on intersecting neurodivergence.
Comparative case studies of inclusion regimes and workplace adaptations across sectors (including precarious/gig work).
Participatory and co‑produced research centreing multiply marginalised voices, with accessible ethics and design.
Sector‑specific analyses (academia, public sector, technology, healthcare) and policy implications.
Key Deadlines
📅 Manuscript submission opens: 1 March 2026
⏰ Manuscript submission deadline: 31 December 2026
Submission Guidelines
Submissions via ScholarOne Manuscripts; follow journal guidelines strictly. Select “Work, Intersectionality, and Neurodiversity: Understanding and Improving Inclusion Across the Career Span” from the special issue dropdown. Original work only; not under consideration elsewhere.
🌐 Submission Portal: https://mc.manuscriptcentral.com/jomp
🌐 Author Guidelines: https://www.emeraldgrouppublishing.com/journal/jmp
About the Journal
Journal of Managerial Psychology, published by Emerald Group Publishing, advances research on psychological processes in organizations, leadership, well‑being, and employment practices.
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