Neurodiversity is increasingly recognised as a strength in the financial services industry, with many companies leading the way in hiring and supporting neurodiverse talent. As we mark Dyslexia and Dyspraxia Week (October 7-13) we wanted to highlight how dyslexia and dyspraxia, common forms of neurodiversity, bring unique strengths that can enhance workplace productivity and innovation.
Dyslexia affects about 10% of the global population, while 5%-6% of people experience dyspraxia (Succeed With Dyslexia)(PositivePsychology.com). Both conditions pose challenges, yet individuals with these conditions often excel in problem-solving, pattern recognition, and creative thinking according to a new study by Cambridge University researchers (Cambridge). These strengths are enhanced with the right tech and AI tools that address cognitive differences, empowering people with these conditions to become valuable assets in a fast-paced environment like finance.
In fact, companies such as JPMorgan Chase, SAP, and EY have seen remarkable results by integrating neurodiverse professionals into their workforce. JPMorgan Chase’s “Autism at Work” program reported that neurodiverse employees are 90% to 140% more productive than their neurotypical peers. SAP saw a neurodiverse employee develop a solution that generated $40 million in savings (M Moser Associates)(Investment Week). These numbers demonstrate that neurodiverse talent can significantly enhance operational efficiency and financial performance.
For financial services firms, these inclusive hiring practices can also yield competitive advantages. Neurodivergent employees, including those with dyslexia, often excel in fields requiring lateral thinking, such as marketing, research, and strategy. A neurodiverse workforce can drive better risk management through attention to detail and problem-solving, essential in areas like cybersecurity and fraud detection (M Moser Associates). Moreover, fostering a neurodiverse environment can enhance a company’s reputation among investors and clients seeking socially responsible business practices(Investment Week).
Leaders within the financial services sector are also recognising that embracing neurodiversity aligns with broader goals of promoting diversity, equity, and inclusion (DEI). Neurodiverse individuals bring different perspectives that help create more innovative and resilient teams, critical in today’s dynamic business environment. A survey conducted by BCG found that above-average diversity levels net 19% more innovation revenue (BCG). Companies embracing this diversity are not only addressing talent shortages but are also improving retention rates, with organisations like Microsoft and EY reporting retention rates above 90% for neurodiverse employees (EY US). For reference, a retention rate above 90% is considered ‘good’, but many large corporations don’t achieve this (Business.com).
Liselle Appleby, Supervisory Board member of GAIN shares:
“Neurodiverse individuals bring a wealth of untapped potential to the workplace, particularly in sectors like financial services where innovative problem-solving and fresh perspectives are key. Dyslexia and dyspraxia, often seen as challenges, can actually be incredible strengths when supported with the right tools and inclusive practices. As we mark Dyslexia and Dyspraxia Week, it’s time we shift the narrative and recognise that embracing neurodiversity isn’t just about inclusivity—it’s about driving better outcomes and stronger leadership across the board.”
In conclusion, embracing neurodiversity in the workplace, especially in leadership roles, can help financial institutions remain innovative and adaptable, while also unlocking untapped potential in diverse talent pools. See this link for free access to guides and webinars produced by the British Dyslexia Association, which are specifically catered to either employers or employees.
