Even as money managers have made strides toward diversifying their workforce, many are still figuring out best practices for recruiting and retaining neurodivergent individuals — those with autism, ADHD, dyslexia or other conditions that affect how the brain functions.
"There is a real hunger in corporations these days to really figure out how to attract, hire, retain and grow neurodivergent talent," said Jill Houghton, Washington-based president and CEO of Disability:IN, a global non-profit advocating for disability inclusion.
Disability:IN offers employers a Disability Equality index: a "benchmarking tool" that helps companies measure their "culture and leadership, employment practices, enterprisewide access, community engagement (and) supplier diversity" when it comes to disability inclusion, Ms. Houghton said.
If companies score over an 80 on the index, Disability:IN recognizes them as one of the "Best Places to Work for Disability Inclusion," while if they score below an 80, their information is kept private.
"Financial services has been one of the largest participating sectors along with tech," Ms. Houghton said of the index, which has recognized companies such as Bank of New York Mellon Corp., Fidelity Investments, Voya Financial Inc., BlackRock Inc., Goldman Sachs Group Inc. and the Teachers Insurance and Annuity Association as best places to work.
According to Claire Borelli, Philadelphia-based chief diversity and talent officer at TIAA, the company partners with organizations like Disability:IN for inclusion training and career fairs, and it has its own disability inclusion council to help with employee accommodations.
TIAA is also developing a neurodiversity program this year "to truly attract an overlooked but very competent workforce," Ms. Borelli said.