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We’re hearing a lot about diversity at the moment, and it’s important to understand the wide scope of what it means. Neurodiversity is one such example of an issue that people don’t know as much about as they should, despite the fact that it impacts millions of people.
The term itself refers to people with cognitive differences from others, including: dyslexia, attention deficit hyperactivity disorder (ADHD), and autism spectrum disorder (ASD). The reason this has become a problem of diversity and discrimination is, indeed, because of the lack of understanding around these conditions. For instance, did you know that despite having a profile of unique cognitive advantages, the ASD population has the highest unemployment rate of any other disabled demographic?
One of the reasons behind this can be the social aspect of employment. Some individuals with ASD can do very well with structured, repetitive tasks, but struggle with interacting with other people for a variety of reasons. Thankfully, however, a heightened focus on matching ASD skills with specific jobs has shown that there are many opportunities for neurodiverse persons — especially together with a neurodiversity programme to support them. Here, we explore some of the most promising options out there.
Tech
ASD and other neurodiverse people find themselves with desirable qualities in technology. Since they can be highly intelligent, diligent and committed to work but are also able to think creatively, they have the traits of valuable employees and the same productivity levels as their colleagues. However, the first hurdle — which also tends to be the biggest — is securing their first job in the industry.
That’s where many tech companies are helping facilitate the applications for people with weaker communication skills. Microsoft, for example, developed a distinct Hiring Programme in 2015 tailored to those with ASD, with a workshop and interview process that is designed not to be overwhelming for applicants.
The software multinational SAP similarly has started to prioritise autism awareness in the past few years, incorporating soft skills and teamwork into their recruitment process. As an internationally used programme, neurodiverse individuals who are supported into this role will find themselves in a role with ample progression options. The company’s global presence also gives employees “the opportunity to travel/relocate for those who wish to do so,” as Eursap explains.
Finance
It’s something of a cliche, but for a good reason — people with asperger’s syndrome, a form of ASD, are widely known to have a gift with numbers and a talent for concentrating on high-focus tasks. For example, people with ASD can excel in the world of finance and investment banking. Individuals with ASD tend to have a heightened ability to recognise patterns and therefore glean useful (and profitable) insights from data.
However, due to social challenges and other seemingly ordinary issues, many autistic employees struggle to work well alongside others and consequently do not last long in the demanding industry. That’s why some firms have designed a bespoke recruitment process for individuals with autism, as they can recognise their proficiency for logic and mathematics as well as their difficulties elsewhere and accommodate that.
At JP Morgan Chase, for instance, when a new neurodiverse employee is hired, they are “assigned an on-ground coach as well as a buddy to create a safe, inclusive and collaborative ecosystem for both the individual and the team.” Goldman Sachs has followed suit with its official Neurodersity Hiring Initiative for 2022.
Accounting
In a similar vein to accounting and technology, logical and analytical thinking — often acutely high in individuals with ASD — is the fundamental basis of accountancy. Requiring an excellent grasp of logic and focus to analyse and summarise financial information, it is a sensible and well-paying career option for the neurodiverse. You can set up on our own from scratch, or look out for any accountancy franchises for sale.
In the words of Neuro Advantage founder Chris Turner, “there’s plenty of scope for developing specific knowledge around tax legislation or accounting standards which is quite rules-based… Those tendencies towards attention to detail can be helpful for them.”
Therefore, the industry’s embracing of neurodiversity is motivated not just by the desire to accommodate persons with this condition but also by the benefits for the firm’s performance. Once again, however, companies and consultants have identified where the recruitment process and company culture may squeeze capable neurodiverse people out because of how their understanding differs from neurotypical staff. Diane Lightfoot, CEO of Business Disability Forum, reaffirms that “creating a culture of psychological safety where people feel safe to ask for the support they need is critical.”
