The insurance industry is always on the lookout for new talent to support the industry’s innovation. To address these challenges, many companies are looking for ways to tap into the skills and talents of neurodivergent workers, such as those with autism, ADHD, dyslexia, and other cognitive differences that impacts thinking, learning, and perceptions of the world. Neurodivergent individuals often have unique abilities and perspectives that can benefit the industry, such as heightened perception, attention to detail, creativity, problem-solving, and productivity.
Research has shown that individuals with ASD may have heightened perception and attention to detail, while those with ADHD may have enhanced creativity and problem-solving skills. Furthermore, some neurodivergent individuals often have an exceptional ability to focus on a task they are passionate about, leading to increased productivity.
However, attracting and retaining neurodiverse talent requires a shift in attitudes and practices within the workplace. Many neurodivergent individuals struggle to find employment or have job security due to a lack of understanding and support from employers. They may face barriers in the hiring process, such as job descriptions that do not reflect their skills or interviews that do not accommodate for adjustments. Some individuals may also face challenges in the workplace, such as sensory overload, social isolation, or lack of career development opportunities.
To help employers overcome these barriers and create a more inclusive and diverse workforce, Eliot Partnership partnered with GAIN and Expand the Circle in 2021 to create a guide and toolkit focused on allyship to support neurodiversity hiring initiatives in the industry. The importance of neurodiverse inclusion is that “Neurodistinct individuals may be 90% to 140% more productive than neurotypical employees,” and drives overall team productivity reads the 2021 guide titled “Neurodiversity And Recruitment In Insurance.”
The guide and toolkit are designed to help you:
- Learn more about neurodiversity and neurodivergence and how they can benefit your organisation
- Implement best practices for recruiting and hiring neurodivergent candidates
- Provide accommodations and support for neurodivergent employees
- Foster a culture of inclusion and belonging for neurodiverse workers
- Promote retention and career development for neurodiverse talent
The guide and toolkit are based on research, case studies, and lessons learned from leading companies and partners that have launched successful neurodiversity hiring programs. They also include practical tools and resources that you can use to implement your own neurodiversity hiring initiative. The toolkit includes the following five practical steps for employers to hire neurodivergent individuals:
- Look in the mirror: Assess your current state of neurodiversity awareness and readiness
- Interrogate and adjust job descriptions: Review your job descriptions and make them more inclusive and accessible for neurodivergent applicants
- Modify interviews: Adapt your interview process to accommodate different communication styles and encourage individuals to showcase their skills
- Master the onboarding process: Provide a smooth transition for new hires and ensure they have the necessary accommodations and support
- Focus on retention and career development: Engage and empower your neurodiverse employees and help them grow their careers
By following these steps, insurance companies can unlock the creativity and potential of neurodiverse talent in the insurance industry. They can also gain a competitive edge by increasing innovation, productivity, performance, customer satisfaction, employee engagement, retention, and loyalty.
