The conceptual framework of the neurodiversity organisational maturity model (NOMM) to support the employability of neurodivergent individuals

Purpose According to estimates, up to 20% of the population may be neurodivergent, but there is a significant gap in the area of theory applied in the context of neurodiversity and work. Therefore, the objective of this article is to develop a conceptual framework for the Neurodiversity Organisational Maturity Model (NOMM), including its components and determinants, to support the employability of neurodivergent individuals. Design/methodology/approach To achieve this goal, as a result of semi-structured interviews with respondents who have expertise in working with neurodivergent individuals, including neurodivergent self-advocates, we identified the components of the process of achieving organisational maturity for the employment of neurodivergent people, along with their determinants. Findings These components are: (1) organisational propensity, determined by 11 characteristics, most notably the personal motivation of the people involved in the process of inclusion of the neurodivergent community, business need and open and inclusive organisational culture; (2) organisational readiness, determined by 15 factors, including employees’ awareness of neurodiversity and a consensus of approval on the idea of inclusion as most relevant. Originality/value The result of our study allowed the development of the foundations of the NOMM. The conceptual framework will constitute the basis for further analyses on developing a tool to measure the degree of neurodiversity organisational maturity in companies and for the neurodiversity maturity audits.