Neurodivergent Human Resource Management in Aviation: Bridging the Talent Gap Through Strategic Inclusion

Mahashewta Chakraborty Mitra; Reena Lenka

doi:10.64229/tnh6ns59

Authors

Mahashewta Chakraborty Mitra Research Scholar, Symbiosis International University, Pune, India Author
Reena Lenka Assistant Professor, Symbiosis Institute of Management Studies, Symbiosis International (Deemed) University, Pune, India Author

DOI:

https://doi.org/10.64229/tnh6ns59

Keywords:

Neurodivergent Employment, Aviation Careers, Autism Spectrum Disorder, Human Resource Management, Inclusive Workplace Design

Abstract

The aviation industry faces unprecedented talent shortages while simultaneously overlooking a significant neurodivergent workforce population representing 15-20% of the global talent pool. Current research gaps include limited aviation-specific neurodivergent employment studies, absence of industry-standardized assessment protocols, and insufficient evidence-based integration frameworks. This research objective focuses on examining neurodivergent human resource management opportunities within aviation contexts, identifying strategic pathways for talent integration that address both employment disparities and industry skill shortages. The methodology employs quantitative analysis of employment data, systematic literature review of neurodivergent workplace integration studies, and case study review of successful aviation training programs. Quantitative analysis reveals that only 30% of working-age autistic adults maintain employment globally, while aviation requires 123,000 additional technicians by 2040. Literature review identifies three high-impact opportunity areas: neurodivergent pilot certification frameworks, AI-enhanced training programs, and air traffic control success factor analysis. Case studies demonstrate 95% completion rates in autism-friendly avionics programs and 30% productivity improvements in neurodivergent-inclusive teams. Research findings indicate aviation presents a $47 billion untapped opportunity by 2030 through strategic neurodivergent talent integration. Implementation implications suggest that industry-academia partnerships, regulatory advocacy, and technology-enabled accommodations could yield 300-400% return on investment within 3-5 years, establishing aviation as a model industry for neurodivergent employment while addressing critical skill shortages.

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Neurodivergent Human Resource Management in Aviation: Bridging the Talent Gap Through Strategic Inclusion

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