Bridging the Skills Gap: How Neurodivergent Talent can Power the Future of Cyber, Analytics, and AI in Insurance and Investment

by Mark Peterson, GAIN

Mark reflects on the need the urgent need for analytical and technology skills (Cyber, Analytics and AI) within insurance and investment, industry, exploring how our neurodivergent community are fill the talent gap.

Focusing on neuroinclusion is already giving organisations leading in this area an advantage – hiring people they would not have hired, making better managers, boosting comfort at work, and supporting retention.

In addition, the business case for EDI has highlighted the importance of ‘diversity of thought’. When talking about neurodiversity, we are talking about the fact that people literally think differently. And to realise the benefits of diversity of thought, a neuroinclusive workplace is essential alongside action to ensure equality of opportunity and outcomes for all types of thinkers.

Furthermore, people entering the labour market are increasingly looking to work for a socially responsible organisation. There is a growing expectation for employers to be flexible and supportive and to have a culture where people feel valued and can do their best work.

GAIN corporate members urgently need analytical and technology skills (Cyber, Analytics, AI) to differentiate their offers and optimise pricing and position in market. These skills are in short supply, so insurance and investment members must compete to attract talent to the industry or invest heavily to build the talent and then risk losing as the sector is not the first choice for those jobseekers with these skills. Many neurodiverse individuals have aptitude and special interests in these technical disciplines but may lack the academic references, or struggle to adapt to neurotypical recruitment practices.

So, whether your company is upskilling existing employees, offering modern apprenticeships, or seeking to find talent in new and interesting places it pays to be neuroinclusive.

GAIN members who have adapted their hiring processes for neurodivergent talent are encouraged to use GAIN’s job board, currently free, that will provide them with additional candidates for key positions.

GAIN members can also engage our partners who, in addition to talent pools with thousands of neurodivergent job seekers also support those job seekers in the hiring process.

Three examples are Enna (hello@enna.org), Diversity (Contact@diversita.co.uk) and Rangam (rangam.com/contact-us)