Factors influencing the intention to utilise neurodiverse employees in the South African tech sector

Abstract

The underutilisation of neurodiverse individuals in the workplace remains a pressing challenge, particularly in the South African technology sector. Despite evidence that neurodivergent employees possess unique cognitive abilities that contribute to innovation and problem-solving, organisational and societal barriers persist, limiting their integration into the workforce. This study investigates the factors influencing the intention to utilise neurodiverse employees in the South African tech sector. Grounded in the Theory of Planned Behaviour (TPB) and the Resource-Based View (RBV), the research explores employer attitudes, workplace barriers, and the effectiveness of inclusion policies in shaping neurodiversity hiring practices. A quantitative research approach was employed, utilising Structural Equation Modelling (SEM) to analyse data from 120 respondents across various levels within the technology industry. The findings reveal that positive perceptions of neurodiverse capabilities significantly enhance hiring intentions, while rigid hiring structures and societal stigmas present substantial barriers. Moreover, organisations with structured inclusion policies and employer training programs demonstrate a higher likelihood of hiring neurodiverse individuals. The study highlights the importance of raising awareness, refining workplace policies, and implementing structured diversity initiatives to foster an inclusive work environment. The research contributes to the growing discourse on neurodiversity employment practices and provides practical recommendations for South African technology firms to harness neurodivergent talent as a competitive advantage.