Program Onboarding dan Pengembangan Karir Adaptif untuk Karyawan Neurodivergen di Indonesia

Cyra Adra Fairuz Fatin, Fiona Niska Dinda Nadia

Abstract


Amid the global talent competition, neurodiversity remains an underutilized source of innovation in Indonesia. Neurodivergent individuals including those with autism, ADHD, and dyslexia are often constrained by conventional and non-inclusive human resource (HR) practices. This qualitative research, based on a literature study, aims to bridge this gap by analyzing academic literature, industry reports, and international case studies. Through a comparative approach, the study identifies specific challenges within Indonesia’s work culture, such as homogeneous communication norms, recruitment bias, and the lack of adaptive workplace policies. In addition, it maps global best practices in neurodivergent workforce integration. The main outcome of this research is the Neurodivergent Talent Integration Framework (NTIF) an adaptive three-phase model: Preparation, Integration, and Development. Each phase includes strategic steps ranging from raising organizational awareness, adapting recruitment and onboarding processes, to implementing continuous training programs for team leaders and employees. This framework provides practical guidance for HR professionals to systematically accommodate and empower neurodivergent talent. The novelty of this study lies in the formulation of the first framework specifically tailored to the Indonesian work culture, contextualizing universal inclusion theories within a non-Western setting and offering actionable solutions to enhance diversity, collaboration, and organizational productivity.


Keywords


Neurodiversity; Inclusive Talent Management; Adaptive Onboarding; Career development; Indonesian Work Culture

Full Text:

PDF

References


Ahmadi, F. (2022). Executive function challenges in the workplace: A focus on ADHD and dyslexia. Journal of Workplace Learning, 34(3), 221–235.

Amelyawati, F., Herachwati, N., & Nadia, F. N. D. (2023). Meningkatkan daya saing melalui manajemen sumber daya manusia (MSDM) sebagai strategi peningkatan kinerja. BRILIANT: Jurnal Riset dan Konseptual, 8(1), 22–37.

Anggraeni, S. A., Suhariadi, F., & Nadia, F. N. D. (2023). Analyzing the role of information technology in improving human resource quality. RSF Conference Proceeding Series, 3(3), 271–279.

Austin, R. D., & Pisano, G. P. (2017). Neurodiversity as a competitive advantage. Harvard Business Review, 95(3), 96–103.

Aziza, D. F., & Nadia, F. N. D. (2023). Trust in management, change resistance, and work engagement on startup employees in Indonesia. Jurnal Ilmiah Psikologi Terapan, 11(2), 119–125.

Baron-Cohen, S. (2015). Autism: The empathizing–systemizing (E-S) theory. In The Wiley handbook on the development of children's memory. Wiley.

Baumer, A., & Takeda, M. (2021). Neurodiversity: A guide for HR professionals. Society for Human Resource Management (SHRM).

Bersin by Deloitte. (2021). The diversity and inclusion revolution: Eight powerful truths. Deloitte Insights.

Brouwer, S., Kroon, A. C., & Van der Veen, R. (2018). The role of co-worker support in the retention of employees with disabilities. Journal of Vocational Rehabilitation, 48(3), 335–345.

Buckingham, M., & Goodall, A. (2015). Reinventing performance management. Harvard Business Review, 93(4), 40–50.

Burt, K. (2022). Leveraging intrinsic motivation and special interests for neurodivergent career success. Performance Improvement Quarterly, 35(1), 7–29.

Chapman, R. (2021). Neurodiversity and the social model of disability: A novel approach to conceptualising and responding to atypical cognition. Bioethics, 35(3), 224–234.

Chartered Institute of Personnel and Development (CIPD). (2018). Neurodiversity at work.

Colella, A., & Varma, A. (2017). The legal framework for managing diversity. In The Oxford handbook of diversity and work (pp. 45–63). Oxford University Press.

Cook, J., & Gelder, U. (2021). Neurodiversity and psychological safety: A new perspective on workplace inclusion. Organizational Dynamics, 50(4), 100827.

Creegan, C., et al. (2021). “I just want to be myself”: Autistic adults’ experiences of accessing and moving between employment. Autism, 25(8), 2329–2340.

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

Gellatly, R., & Johnson, C. W. (2021). To disclose or not to disclose: A systematic review of the factors affecting the decision of whether to disclose a neurodevelopmental condition in the workplace. Review Journal of Autism and Developmental Disorders, 8(3), 345–360.

Gentry, R., & Bada, A. (2016). The autistic-friendly interview. Journal of Vocational Rehabilitation, 45(3), 295–300.

Goodman, N., et al. (2020). The relationship between ADHD and executive functions in emerging adults. Journal of Attention Disorders, 24(11), 1546–1557.

Hashim, A., & Salleh, N. M. (2019). Stigma towards mental illness in Southeast Asia: A systematic review. International Journal of Mental Health, 48(2), 111–135.

Heasman, B., & Gillespie, A. (2018). Perspectives on the perpetual puzzle of social interaction in autism. Autism, 22(6), 646–649.

Hensel, M. B. (2017). The sensory-friendly office: Designing for neurodiversity. Work Design Magazine.

Hofstede Insights. (2023). Country comparison: Indonesia. Retrieved from https://www.hofstede-insights.com

Irawanto, D. W. (2011). An analysis of national culture and leadership practices in Indonesia. Journal of International Business and Cultural Studies, 5, 1–14.

Jaarsma, P., & Welin, S. (2020). Autism as a natural human variation: Reflections on the claims of the neurodiversity movement. Health Care Analysis, 28(1), 20–30.

Judge, T. A., & Klinger, R. (2017). Job satisfaction: Subjective well-being at work. In The Oxford handbook of positive psychology (pp. 523–534). Oxford University Press.

Kruse, D., & Schur, L. (2016). The economic and social benefits of disability inclusion. Journal of Social Policy, 45(4), 629–648.

Langer, A., & Probst, D. (2022). Rethinking recruitment: A guide to neuro-inclusive hiring. Journal of Management & Organization, 28(5), 903–918.

Lee, E. S., & Kramer, A. (2023). The line manager’s role in supporting neurodivergent employees. Human Resource Management Journal, 33(2), 314–330.

Logan, J. (2019). Dyslexic thinking skills and the future of work. EY.

Lorenzo, A. (2019). The business case for neurodiversity. Boston Consulting Group.

Lorenz, T., Frischling, C., & Cuadros, R. (2016). Autism and overcoming job barriers. PLoS ONE, 11(1), e0147739.

Ma, L., & Bu, M. (2020). Disability-inclusive corporate social responsibility and firm performance. Corporate Social Responsibility and Environmental Management, 27(4), 1743–1755.

McKinsey & Company. (2018). Winning the war for talent: A view from the front lines.

Moon, J., et al. (2019). A framework for a neurodiverse workforce. In The Palgrave handbook of disability and management (pp. 211–229). Palgrave Macmillan.

Mostafa, M. (2018). An architecture for autism: The ASPECTSS™ design index. Design Principles and Practices, 12(1), 1–14.

Pfeiffer, B., et al. (2019). A peer-mentoring program for university students with autism spectrum disorder. Journal of Policy and Practice in Intellectual Disabilities, 16(2), 119–127.

Pusat Studi Hukum dan Kebijakan (PSHK) Indonesia. (2019). Tinjauan implementasi UU No. 8 Tahun 2016 tentang penyandang disabilitas. PSHK.

Rahmadi, M. H., & Rusmiati, E. T. (2025). Transformasi digital manajemen SDM di instansi pemerintah. Petanda: Jurnal Ilmu Komunikasi dan Humaniora, 7(2). Universitas Prof. Dr. Moestopo (Beragama).

Randel, A. E., Galvin, B. M., Shore, L. M., Ehrhart, K. H., Chung, B. G., Dean, M. A., & Kedharnath, U. (2018). Inclusive leadership: Realizing positive outcomes through belongingness and uniqueness. Human Resource Management Review, 28(2), 190–203.

Rose, D. H., & Meyer, A. (2016). Universal design for learning: Theory and practice. CAST Professional Publishing.

SAP. (2019). SAP Autism at Work Program. SAP Corporate Social Responsibility Report.

Schur, L., Nishii, L., Adya, M., Kruse, D., Bruyère, S. M., & Blanck, P. (2014). Accommodating employees with and without disabilities. Human Resource Management, 53(4), 593–621.

Smith, L., & Jones, P. (2023). The impact of remote work on the well-being and productivity of neurodivergent employees. Journal of Occupational Health Psychology, 28(1), 45–58.

Snyder, H. (2019). Literature review as a research methodology: An overview and guidelines. Journal of Business Research, 104, 333–339.

Society for Human Resource Management (SHRM). (2020). Employing people with cognitive disabilities. SHRM.

Stone, D. L., & Colella, A. (2017). A model of factors affecting the treatment of disabled individuals in organizations. Academy of Management Review, 22(2), 352–401.

Sutanto, L., Tjahjadi, B., & Nadia, F. N. D. (2023). The impact of human capital readiness on business performance. Journal of Accounting Science, 7(2), 130–145.

Sullivan, E. (2020). Neuro-inclusive onboarding: A practical guide. Jessica Kingsley Publishers.

Tranfield, D., Denyer, D., & Smart, P. (2003). Towards a methodology for developing evidence‐informed management knowledge by means of systematic review. British Journal of Management, 14(3), 207–222.

United Nations. (2021). Disability and development report. United Nations.

van Wingerden, J., & van der Stoep, J. (2021). The importance of person–job fit for neurodivergent employees. Frontiers in Psychology, 12, 725654.

Wijayati, D. T., Anbussaidi, I., & Tullio-Pow, S. (2022). Social barriers to employment for people with disabilities in Indonesia: A scoping review. Disability, CBR & Inclusive Development, 33(2), 65–83.

World Health Organization. (2023). Neurodiversity and mental health. WHO Publications.




DOI: https://doi.org/10.32509/petanda.v7i3.6106

Refbacks

  • There are currently no refbacks.


Indexed by:

       


Recommended Tools :

 

 

Petanda: Jurnal Ilmu Komunikasi dan Humaniora

LPPM, Universitas Prof. Dr. Moestopo (Beragama)
Kampus I, Jl. Hang Lekir I/8 Jakarta Pusat, Indonesia 10270
WA: +6282137118246 (Chat Only)

email: petanda@jrl.moestopo.ac.id