Supporting neurodivergent‐inclusive workplaces is an increasingly important consideration in Human Resource Management (HRM). While a strengths‐based approach to neurodivergence has been advocated, empirical evidence regarding the effectiveness of HRM practices that support high‐quality employment outcomes for neurodivergent people is lacking. Drawing on a nationally representative sample of over 25,000 people in the United Kingdom, we examine the influence of neurodivergence on multiple employment outcomes, including employment status, underemployment, employment precarity, job tenure, and hourly wages. We theorize and empirically examine how flexible‐ and homeworking practices moderate the effects of neurodivergence on employment outcomes. Our findings show that neurodivergent people are twice as likely to be in precarious employment and more than 10 times as likely to be in temporary employment compared to neurotypical people. Neurodivergent individuals are also significantly more likely to experience underemployment and have lower employment tenure; however, controlling for other factors, we find no significant differences in hourly wages. We find that flexible working practices can substantially improve employment outcomes for neurodivergent people, raising significant questions regarding the role of HRM in enabling more neurodiverse workplaces. We critically reflect on the implications of our findings for policy, practice, and future research.

This study examines the impact of the creation of AI job vacancies on firm value within the S&P 500 firms. Our study highlights the role of AI adoption and strategic investments in human capital. With a unique dataset from Lightcast and Compustat, we analyse more than 3.4 million job spanning from 2022Q3 to 2024Q1. Our findings reveal a significant positive relationship between AI job postings and firm value, measured through Tobin's Q (0.27%), Return on Equity (ROE) and Return on Assets (ROA) metrics. Firms advertising AI-related roles signal their commitment to innovation, aligning workforce strategies with technological advancements, which investors perceive as a driver of competitive advantage and growth. Robustness tests, including propensity score matching and instrumental variable approaches, confirm the validity of these findings. Furthermore, we create and index based on the AI jobs adverts per firm where our results also show that firms, independently of the sector, that have more AI job postings have a significant positive association with its firm value. Our research contributes to understanding how AI talent acquisition influences firm valuation and market perceptions, offering novel insights into workforce dynamics and technological innovation.