AMO perspectives on the well-being of neurodivergent human capital

Purpose Existing management research and practices frequently overlook the relationship between above-average human capital of highly functioning neurodivergent employees, their subjective well-being in workplace performance outcomes. This paper calls for greater attention to hidden associated with neurodiversity by mainstreaming implementation neurodiversity-friendly policies practices. Design/methodology/approach Drawing on ability, motivation opportunity (AMO) framework, this conceptual integrates employee provide a model HR-systems level development policies, systems minorities workplace. Findings illustrates that neurodiversity, like biodiversity, is natural phenomenon. For individual psychological organisational well-being, employees require an empathetic culture innovative talent approaches respect cognitive differences. Practical implications The case made policy-makers promote inclusive employment decent work context relatively high unemployment individuals. Originality/value extends current debates equality, diversity inclusion consideration workers. It more equitable investing neurodevelopmental disabilities.