Please use this identifier to cite or link to this item: http://hdl.handle.net/1893/30319
Appears in Collections:Management, Work and Organisation Journal Articles
Peer Review Status: Refereed
Title: "I've found it extremely draining" Emotional labour and the lived experience of line managing neurodiversity
Author(s): Richards, James
Sang, Kate
Marks, Abigail
Gill, Susannah
Keywords: Qualitative
Disability
Emotional labour
Diversity management
Neurodiversity
Line management
Transport industry
Issue Date: 4-Nov-2019
Citation: Richards J, Sang K, Marks A & Gill S (2019) "I've found it extremely draining" Emotional labour and the lived experience of line managing neurodiversity. Personnel Review, 48 (7), pp. 1903-1923. https://doi.org/10.1108/pr-08-2018-0289
Abstract: Purpose The purpose of this paper is to address a significant gap in the line manager, HRM and the diversity management literature, that of exploring the role and significance of emotional labour (EL) in relation to the lived experienced of line managing neurodiversity. Design/methodology/approach A qualitative approach was used to explore lived experiences of line managers responsible for managing neurodiverse employees. Interviews were conducted with line managers employed in the UK transport industry. Findings The findings provide rich insights into line managing neurodiversity. A key overall finding is reasonable adjustments deemed essential to support neurodiverse employees require a myriad of hidden, complex, time consuming and often emotionally draining interactions with disabled employees, the employee's wider team, and HRM and occupational health (OH) practitioners. Research limitations/implications This is an exploratory study and therefore limited by nature of the research design, industry focus, scope of study and sample size. Practical implications The findings have the potential to inform HRM and OH practitioner support for line managers responsible for managing neurodiverse employees. Social implications The study contributes to wider societal attempts to make employment more inclusive to a range of historically disadvantaged groups. Originality/value The study fills an important gap in the HRM literature on line managing neurodiverse employees. The study makes a specific and unique contribution to extensive literatures on line management, disability and EL.
DOI Link: 10.1108/pr-08-2018-0289
Rights: Publisher policy allows this work to be made available in this repository. Published in Personnel Review by Emerald. The original publication is available at: https://doi.org/10.1108/PR-08-2018-0289. This article is deposited under the Creative Commons Attribution Non-commercial International Licence 4.0 (CC BY-NC 4.0). Any reuse is allowed in accordance with the terms outlined by the licence (https://creativecommons.org/licenses/by-nc/4.0/). To reuse the AAM for commercial purposes, permission should be sought by contacting permissions@emeraldinsight.com.

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