Office culture can be a tough fit for people with cognitive differences, but the move to remote work has made things easier for those who are neurodiverse, a term that includes conditions such as autism, ADHD and dyslexia
The cybersecurity sector can be a particularly good fit for neurodiverse candidates, who might have traits such as hyperfocus, precision, persistence and the ability to identify patterns, according to researchers and executives. Such traits correspond to skills needed to assess cyber risk, analyze suspicious online activity and perform many other security jobs, according to, a U.K.-based nonprofit that accredits organizations and individuals providing cybersecurity services.
She became interested in cybersecurity in college, when she volunteered to teach senior citizens how to use their computers and other gadgets. A nontraditional student, she didn’t begin college until 23. A friend from her cybersecurity classes at Utica University’s online program helped Mx. Contillo land the Huntress job when she graduated.
Supporting a neurodiverse workforce takes no more effort than having the empathy necessary to support all employees, Mr. Clayton said: “This is just understanding what somebody needs to be successful and then setting conditions for them to be successful.”The pandemic has helped neurodiverse people interact with co-workers more comfortably as companies expanded use of virtual-communication channels such as Slack.
EY’s neurodivergent employees can choose to be fully remote, the company said. When they come into the office, EY offers them accommodations such as quiet space, noise-canceling headsets and lighting adjustments. One of the neurodivergent team members, Mr. Shukla said, uses four screens to segment tasks and keep track of ideas in his racing mind.
For Mx. Contillo, working remotely in an environment controlled by technology reduces the stigma she has felt in other settings. “If we were in person, face to face,” she said, “I would probably come off as very bitter or rude because I wouldn’t be interacting with people all the time.”Interviewing job candidates remotely can bypass a big challenge for neurodivergent individuals seeking work in the cybersecurity sector: social norms.
. Such accommodations could include allowing note-taking and providing questions in advance and case studies in electronic form.recommends companies hire a professional organization to educate managers about cognitive differences. Ms. Noaman works with Integrate Advisors, a nonprofit that advises managers on creating autism-friendly workplace and recruits candidates.
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