Are we truly embracing diversity of thought?
Our world is changing. As we become increasingly reliant on artificial intelligence (AI) within the insurance industry, data analysis, pattern recognition, and machine learning beckon a workforce who can think differently.
As we look for a new kind of employee, is it time to look at the hidden talent within our existing teams, who may be afraid to show you who they really are?
With foresight and ingenuity, neurodivergent individuals offer diversity of thought, excelling in roles such as data technology, risk, compliance, digital transformation, and operations.
According to a British Medical Bulletin article in 2020, 14 percent (one person in seven) of the population identify as neurodiverse and live with conditions such as autism, dyslexia, ADHD, or dyspraxia. Meanwhile, the Office for National Statistics reported that according to the 2021 Census only one in five autistic adults in the UK is in permanent employment, even though it is estimated that around four in five could be, according to a 2019 BBC report.
How many of these individuals are already working within our businesses, often masking their true selves from fear of losing their jobs, or being prevented from progressing in their careers?
Facing the challenges
Embracing diversity of thought requires us to recognise the challenges faced by the neurodiverse community. A 2019 study by Autism Research titled “The Vulnerability Experiences Quotient (VEQ): A Study of Vulnerability, Mental Health and Life Satisfaction in Autistic Adults” highlighted the difficulties faced by neurodivergent individuals as they look to find fulfilling work, and the challenges they faced in succeeding where business practices, processes and culture are predominately designed for neurotypical employees.
The study reported:
20% autistic people in full time employment
46% left workplace due to mistreatment
72% left due to their environment
31% regularly overlooked for promotion
53% unable to get a role that matches their qualifications
47% had spent a year unemployed and seeking work
GAIN (Group for Autism, Insurance, Investment and Neurodiversity) believes neurodivergent individuals in the right job, with the right support, will not only thrive, but also exceed expectations leading to superior business outcomes.
Studies by the University of Montreal and Harvard University highlight the ability of individuals with autism who can solve problems 40 percent faster than neurotypical individuals and offer exceptional technical and mathematical abilities. In addition, according to a JPMorgan Chase report on ESG issues, neurodivergent employees in certain tech roles are 90 to 140 percent more productive than their neurotypical co-workers.
As a not-for-profit organisation, GAIN’s mission is to spark an industry-owned and industry-led radical improvement in the employment prospects of neurodivergent people in insurance, investment, and related areas of financial services.
GAIN has more than 30 corporate members, including some of the industry’s biggest names, and over 1,000 individual members, including neurodivergent employees from across the industry, their managers, champions and allies in the workplace, and their families and friends.
“Diversity of thought has the power to deliver transformative change within our sector.” Francis McGee, GAIN
GAIN believes diversity of thought has the power to deliver transformative change within our sector. This is only possible by recognising, retaining, attracting, and empowering diverse thinkers within neuro-inclusive cultures, processes, and practices.
GAIN works in partnership with corporates and neurodivergent individuals to embrace neuro-inclusive places of work that recognise and celebrate cognitive ability, by creating an environment where all can thrive.
There’s never been a better time
“Diversity, inclusion, equity and intersectionality (DEI) is now a regulatory issue, with specific reference to neurodiversity within both the Financial Conduct Authority’s vulnerable customer and consumer duty guidance and rules,” says Johnny Timpson, Supervisory Board member of GAIN.
“With DEI being central to the workplace participation strategy being developed by the Department of Work and Pensions we, as the insurers of UK workplaces and providers of the nation’s occupational benefits, have an opportunity to be at the forefront of improving UK workplace participation.”
Neuro-inclusive workplaces are better workplaces for all employees. Let’s consciously create workplaces that embed diversity of thought, champion neurodiversity, and enable all employees to thrive. What’s good for employees is good for business. Only by embarking on this neuro-inclusive journey can we realise the competitive advantage to be found within this untapped talent.
Be a part of the change: join some of the biggest names in the industry who are becoming neuro-inclusive as industry transformers and members of GAIN.
To find out more about corporate and individual membership, visit the GAIN website gaintogether.org.
