Culture and Talent, Member Exclusive

“You want the right people to come in and say, ‘I think I can do this job’”: What banks are doing to hire more neurodiverse employees

  • Financial companies are seeing the benefits of neurodiverse talent.
  • But bias remains a sticky obstacle to get around.
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“You want the right people to come in and say, ‘I think I can do this job’”: What banks are doing to hire more neurodiverse employees

You can’t think outside the box if you’re only hiring boxes. Banks and other financial firms are realizing that hiring neurodiverse candidates isn’t just something they can do to get PR points, but a genuine way to outperform competitors. 

Companies that have been actively incorporating neurodiversity into their culture are doing much better than their competitors, according to a case study by Disability:IN, a nonprofit that supports disability inclusion in business.

You can’t think outside the box if you’re only hiring boxes. Banks and other financial firms are realizing that hiring neurodiverse candidates isn’t just something they can do to get PR points, but a genuine way to outperform competitors. 

Companies that have been actively incorporating neurodiversity into their culture are doing much better than their competitors, according to a case study by Disability:IN, a nonprofit that supports disability inclusion in business.

“On average, they have 28% higher revenue, two times the net income, and 30% higher economic profit margins,” said Jill Houghton, president and CEO of Disability:IN. “So it really pays to be disability inclusive.”

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Financial companies are also reaping the benefits of neurodiverse hiring. A more neurodiverse work environment could be the key to finding and pursuing effective ideas and strategies, creating open communication throughout the company, and improving overall efficiency. 


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