To mark Neurodiversity Celebration Week, 18 to 24 March, Mortgage Brain’s chief operating officer Cloë Atkinson writes about her experiences in the industry and what can be done better

The mortgage industry is beginning to understand the immense value a neurodiverse workforce brings to the table, including diverse problem-solving approaches, spatial reasoning and innovative thinking – skills highly beneficial in the mortgage industry for understanding complex financial scenarios and devising innovative solutions. Embracing individuals with neurodiversity, such as autism, ADHD, dyslexia, dyspraxia, and Tourette Syndrome, makes the workplace more interesting and varied as employers learn to tap into the wide array of talents and perspectives.

But, there is still a lot of work to be done.

As someone who is dyslexic, I have found my niche working in financial technology, where my analytical mind and talent for problem-solving is celebrated. I’m not one for creativity with words, but number patterns and data? Now you’re speaking my language.

Although my career path wasn’t always plain sailing, I am fortunate to have found my work passion, but the same cannot be said for all neurodivergent (ND) people. Data reveals that this group is vastly underrepresented in the workplace. It’s not that ND people don’t wish to work; it’s often that the workplace is just not set up for them. This is such a waste. Companies are missing out on the vital productivity, passions, and skills of such people who have so much to offer.

Companies in the mortgage industry could really make a difference.

Neurodiversity employment – some facts

15% of people in the UK are ND so chances are you work, live, or socialise with someone who is ND.

According to the Buckland Review of Autism Employment (Feb 2024), only 3 in 10 autistic people of working age are in employment. This means that 7 in 10 of them are unable to access the independence and fulfilment that employment can bring.

People Management reported recently that more than six million adults in the UK have dyslexia, amounting to one in six adults. They state that three-quarters of employees hide their dyslexia at work even though approximately 25% of CEOs are dyslexic, according to Government Events.

There are many facts around neurodiversity and employment but the one that matters is the fact that employers need to do more.

The key is to understand that all ND people are different. Who knew? Autistic people are not Rainman, ADHD people are not boisterous little boys, and being dyslexic isn’t just about having trouble spelling. Neurodivergent people are all unique individuals.

But, and here’s the brilliant thing about creating a neuro-inclusive workplace, is that workplace adjustments that generally benefit ND employees will actually benefit ALL employees. So here goes.

Recruitment

The route to a neuro-inclusive workplace starts with the recruitment process. A number of businesses, Mortgage Brain included, have adapted their recruitment process after seeing the benefits that ND people can bring to their business. LinkedIn has recently added dyslexic thinking as a skill in itself and now offers its global members the opportunity to add it to their profiles. GCHQ, recognising that ‘dyslexic thinkers’ can make excellent spies, had a recent recruitment drive aimed specifically at people with dyslexia.

I understand the anxiety that comes with face-to-face interviews; getting my thoughts in order, processing my words, preparing for every scenario in case I am questioned on absolutely ANYTHING, and then being thrown when my mind draws a blank. It is so stressful and does nothing to showcase my skills. Some people thrive in such a situation, but many don’t.

My experience has led me to change the recruitment process in my team at Mortgage Brain. When I am recruiting I want to know, ‘can this person do the job?’ Step one is to ask them to take part in an online skills task which they can complete remotely in an environment which is comfortable for them and will enable them to give it their best shot. From this, I can assess their ability to do the job, or potential to do so. If I like what I see from their results, then I’ll suggest an informal chat, which again can take place on video or in person, based on their preferences. I always give the candidate plenty of notice and time to prepare. More than anything personality always shines through more than academic achievement.

The role of a mortgage broker relies heavily on people engagement and relationships, so it may be that you want someone who not only has the technical skills but also enjoys social interaction and being around people for a big part of the day. For those who develop products, underwrite loans, or write digital assets, being able to work independently and creatively with statistics, numbers, and data may be more important. The key is to fit the interview process to the job and the candidate, not the other way around.

Although ND people are all different, one common trait is that uncertainty, change, and lack of structure creates significant anxiety so it’s important to help prepare for the recruitment process in any way that you can.

Other recommendations include:

· Create a short, very clear and specific job description. Don’t use jargon.

· Offer video and in-person interviews.

· Ask your candidate if they have any requirements ahead of the interview. For example, acknowledging sensory sensitivities. Someone with ADHD may find sitting in an interview room which faces out onto a busy road very distracting, or an autistic person may wish to use earplugs to muffle sounds like a ticking clock or air conditioning. Others may wish to bring notes to refer to or visual aids. Whatever is needed to help bring the best out of your candidate.

· Send interview questions to the candidate in advance so that they can prepare their responses or even email them to you so you can chat about them together.

· Send them a profile of each of the interviewers with a photograph.

· If interviewing in person, also include a photograph of the building, clear directions of how to get there, the sign-in process, meeting room information, timings, dress code expected, and any fire alarm practices. You could even offer a site visit ahead of the interview date so that the candidate is familiar with the environment – really useful in the event of that person having requested accommodations.

· After the interview process, be clear about how and when you’ll be in touch with a decision. And stick to it!

Workplace support

At Mortgage Brain, we recruit incredible people with the right skills, attitudes, and abilities to do the job. This means that we offer remote and flexible working but we also have access to an office HQ for those who need it. By offering flexibility and work from home options, productivity and employee happiness is most certainly evident!

Support needs are unique to each individual so don’t make assumptions. Instead, ask. But, as a minimum, employers should look to provide:

· A variety of communication methods. Recognise that standard communication methods may not be suitable for everyone. Some people are happy to take verbal instructions, for example, but others will prefer everything in writing to give them the chance to process and refer back to. Employers should be open to adapting their communication styles to ensure all team members can effectively receive and understand information. Another point on this is to understand that some people do not react well to being put on the spot. Again, preparation is key. If you want an ND person to give you their thoughts on something, ask them to respond by a specific time.

· A quiet space away from the bustle of the office. This is particularly vital if you work in an open office which is often busy, noisy, lit by harsh lighting, subject to air conditioning, and full of sensory nightmares and distractions! A quiet room with low lighting, a comfortable place to sit and very few distractions will give ND people who are overwhelmed, tired, anxious, or just in need of a reset, somewhere to rest and recharge. If your office is small, consider a soundproof pod or, in the very least, provide a meeting room which can be booked at times of the day to offer someone a break.

· Understand that some people like to be in their own space so accommodate ear plugs or ear defenders. If this helps them to feel safe and happy, then you’re going to get the very best from your ND co-worker.

· Be clear with deadlines. Asking for a piece of work by ‘end of play tomorrow’ is not good enough. ‘By Monday 6th April, at 5pm, I need xyz emailed to me’ is much clearer. Structure and clarity is important! And then stick to these deadlines. Sometimes being flexible is unavoidable but try and give enough warning if you do need to change.

· Assign a line manager – someone dedicated to supporting that person. One point of contact is easier than a whole team of people to contend with.

· Invest in accessible technology such as text-to-speech software, screen readers, and organisational tools, which can significantly improve the work experience for

dyslexic and other ND employees. These resources help level the playing field, allowing individuals to fully showcase their capabilities.

· Host education and awareness events to overcome biases, stigma and stereotypes, and lack of understanding. Ask some of your ND employees if they’d be interested in taking part in or helping to put together a lunch and learn for staff or establish a neurodiversity society at work. Adopt a ‘nothing about us without us’ attitude to make sure that the voices of your ND colleagues are being heard.

Best practice

To go next level and really adopt best practice, think about personalised support. Recognising the individual needs of neurodiverse staff is crucial. This could mean providing one-on-one coaching, offering additional time for certain tasks, or modifying job roles to align with an individual’s strengths. Employers should encourage open dialogue, allowing employees to express their needs without fear of judgment.

In February 2024, charity Autistica, which advocates for autistic people, launched the Neurodiversity Employers Index to encourage gold standard best practice. Employers can take part in an annual survey and will then be awarded a score and recommendations on how they can improve their support of ND employees. The aim is to change processes and attitudes and get more neurodivergent people thriving at work. Learn more here.