Neurodivergent employees (NDEs) are characterized by different neurological profiles, including but not limited to autism, attention deficit hyperactivity disorder, and Tourette syndrome, face underrepresentation, and undervaluation at work. This review employs the technology affordance lens and a diversity and inclusion model to explore how social media (SM) can facilitate the inclusion of NDEs. We propose a technology-inclusion framework as a foundation for future model testing by delineating the key variables and relationships at play. A narrative review is adopted to discuss our findings derived from a comprehensive search of relevant literature, which yielded 41 journal articles and five book chapters. We employed thematic analysis, facilitated by ATLAS.ti's artificial intelligence coding function, to critically review and analyze the shortlisted articles through a rigorous, iterative process. Our framework highlights three pathways (NDE-related, leader-related, and peer-related) that discuss the combination of SM affordances enhancing and inhibiting the inclusion of NDEs. In particular, SM affordances can build inclusion by enhancing self-efficacy and a sense of empowerment, facilitating accessible communication, and connection. However, privacy and personal safety concerns explain why SM affordances sometimes undermine inclusion. Likewise, pathways related to supervisory support, and increased interactions and support from peers highlight the role of leaders and peers in translating SM affordances to NDEs' inclusion. We emphasize that leveraging SM applications, understanding NDEs' specific needs, and fostering an inclusive culture starting from organizational leadership can significantly contribute to promoting inclusion and support for NDEs in the workplace.