A group of women looking at a whiteboard

The value of hiring people who think differently

Providing jobs for neurodivergent individuals – those with autism, ADHD and other neurological differences – can give companies and society a boost

Businesses have a growing need for strong problem-solving skills and unconventional thinking, especially in their ever-more-complex technology operations. According to a recent panel of Forbes HR council members, the ability to use “different problem-solving strategies” and “think outside the box” are among the top in-demand skills employers are looking for in 2021footnote1

But far too often, companies’ hiring processes tend to filter out those who have precisely the skills needed to make sense of an increasingly interconnected and intricate world.


Candidates who are “neurodivergent” — a term used to describe those with neurological differences such as autism, Asperger’s syndrome, ADHD and dyslexia — can possess valuable, hard-to-find capabilities. Research indicates a correlation between neurodiverse conditions such as autism and dyslexia and above-average abilities in pattern recognition, memory and mathematics. These are all key competencies for roles that rely on distilling vast amounts of information into relevant solutions. These individuals’ skill at recognizing patterns in data and offering unexpected perspectives on business problems can be critical to many companies.

Nonetheless, neurodivergent individuals are often passed over in the traditional hiring process. In fact, the neurodiverse unemployment rate is estimated to be as high as 80%footnote2. This has implications in a number of fields, including cybersecurity, where there are a reported 3.5 million open jobsfootnote3. The good news is that a growing number of companies, including Bank of America, are seeing the value in hiring these employees. “It is not just the right thing to do, but it can actually be paramount in order to be successful,” says Craig Froelich, chief information security officer at Bank of America.

In cybersecurity, for example, it’s important to be able to anticipate the actions of an adversary and make sure the right defenses are in place long before the threat is on your doorstep. “That means you need to be able to think about that problem from all different angles,” adds Froelich. “This is why diversity and inclusiveness has got to be part of your talent management strategy.”

Opportunity in plain sight

An estimated one out of every eight people globally may be neurodivergentfootnote4, and it's reasonable to expect that the workforce should reflect that. Tapping into the talent of these individuals starts with the hiring process. Standard interviews traditionally rely on small talk, eye contact, speaking extemporaneously and reading non-verbal cues, any or all of which can be difficult for neurodivergent candidates. One way to adjust the process is to conduct and give appropriate weight to skills tests directly correlated to the needs of the position.

It’s also important to proactively manage bias in recruiting teams. According to recent research from the Institute of Leadership & Management, employers – whether intentionally or not – often remain hesitant toward hiring neurodivergent candidates because they only recognize “risks” that are based on stereotypingfootnote5 . Training hiring managers to be more open-minded toward candidates who don’t fit the traditional mold can help create a more effective process while also providing an equal playing field for all candidates.

Finally, employers need to see to it that neurodivergent employees are fully supported once they’re hired. “The next generation is growing up with more pride and confidence to ask for what they need, and that includes neurodivergent individuals,” says Jill Houghton, President and CEO of Disability:IN, a global nonprofit organization that consults with corporations on enterprise-wide disability-inclusion initiatives. “Accommodations can be as easy and inexpensive as offering headphones to keep out noise or installing low lighting. The key is that neurodivergent workers need to be able to self-disclose in order to get the accommodations they need. And to do that, they need to feel comfortable and supported in ‘coming out’ to their company.”

Creating more pathways for everyone

All industries, especially technology, should fully embrace the concept of neurodiversity – not only because it’s the right thing to do, but because having a diverse set of minds can be key to success. “It is no secret that people tend to be most successful when the jobs they hold are well-matched to their skill set, so it should be no surprise that the same holds true for neurodivergent individuals,” says Houghton.

Bank of America is dedicated to creating more pathways for underrepresented groups in the tech sector, including neurodivergent individuals. Creating a more diverse and inclusive workplace makes all employees feel welcome and helps companies unlock more innovation. Learn more about Bank of America’s efforts to build an inclusive workplace for all.