Celebrating Neurodiversity

As our company name, Computer Network Defence Ltd, suggests, we monitor business networks and catch computer hackers. When an incident is detected, we need our highly trained analysts to investigate the activity and triage the threat as quickly as possible.

We feel this is best achieved by embracing diversity in all its forms, we don't want our Security Operations Centre to be filled with 20 something year old white males from the same town, we need our analysts to bring different ways of thinking in the hope that one of them will hold the solution to what they are seeing. Someone who has grown up in Mogadishu will have a different risk appetite to someone from Morecombe, a female analyst will have a different approach to a male analyst, and on it goes through culture, sexuality, neurodiversity, etc.

The only thing all of our staff need is respect for one another's capabilities and of diversity in all its forms, (we don't fulfil quotas around diversity, we appoint on capability). We ask every candidate at final interview for their perspectives on diversity in the workplace. Everyone is free to have their own opinions, but in the workplace their views must be expressed in a respectful way. 

Terminology

• Neurodiverse = a group with varied neurological profiles, such as neurotypical and neurodivergent.
• Neurodivergent = an individual whose brain diverges from the neurotypical norm.
• Neurotypical = describes an individual whose brain functions in a way that is considered typical or standard by societal norms.

Neurodiversity

Front and centre of our diverse workforce is embracing neurodiverse staff. Information Technology and Cyber Security fortunately appears to attract a disparately large number of neurodivergent candidates as the industries suit their positive attributes.

Of our 50 staff we estimate around 40% are neurodivergent, (diagnosed and undiagnosed) and they bring many great qualities over and above lateral thought, some of the positive qualities for the more common neurological difference types are detailed below

Types of Neurodiversity

Neurodiversity encompasses a range of neurological differences, including but not limited to:

• Autism Spectrum Disorder (ASD)
• Attention Deficit Hyperactivity Disorder (ADHD)
• Dyslexia
• Dyspraxia

Positive Attributes of Neurodivergent Employees

Autism Spectrum Disorder (ASD)

• Attention to Detail: Individuals with ASD often excel in tasks requiring precision and accuracy.

• Strong Focus: They can maintain concentration on tasks for extended periods.

• Logical Thinking: Their approach to problem-solving is often systematic and logical.

Attention Deficit Hyperactivity Disorder (ADHD)

• Creativity: ADHD individuals are often highly creative and innovative.

• Energy and Enthusiasm: They bring a high level of energy to their work.

• Multitasking: They can handle multiple tasks simultaneously.

Dyslexia

• Big Picture Thinking: Dyslexic individuals often excel in strategic thinking and seeing the overall picture.

• Problem-Solving: They are adept at finding unique solutions to problems.

• Verbal Communication: Many dyslexic individuals have strong verbal communication skills.

Dyspraxia

• Resilience: Dyspraxic individuals often develop strong coping strategies and resilience.

• Creative Problem-Solving: They can think outside the box to overcome challenges.

• Empathy: They often have high levels of empathy and understanding.

...

Challenges Faced by Neurodivergent Employees

 While neurodiverse individuals bring many strengths to the workplace, they may also face challenges:

• Autism Spectrum Disorder (ASD): Social interactions and communication can be difficult. They may also be sensitive to sensory stimuli
• Attention Deficit Hyperactivity Disorder (ADHD): Maintaining focus on a single task can be challenging.
• Dyslexia: Reading and writing tasks may be more difficult.
• Dyspraxia: Coordination and motor skills may be impaired.

Preparing The Workforce and Workplace for Working with Neurodivergent Staff

Within Computer Network Defence Ltd we looked at ways we could improve the workplace for all staff including those who are neurodivergent, and implemented the following:

1. Education and Training: Foster a culture that acknowledges and celebrates the benefits of neurodivergent staff while acknowledging the challenges. Provide training to all employees about neurodiversity.
2. Flexible Work Environment: Create a flexible work environment that accommodates different needs, such as quiet spaces or adjustable work hours.
3. Support Systems: Implement support systems, such as mentoring programs and employee resource groups.

Adapting the Interview Process for Neorodivergent Staff

1. Relax: Create a welcoming and relaxed interview environment, tell them about the structure, who they will be meeting, some of our neurodivergent candidates visit the location ahead of the interview.
2. Clear Communication: Use clear and straightforward language in job descriptions and interview questions.
3. Stress Reduction: We will send the candidates some of the questions ahead of the interview to reduce their anxiety and allow them to prepare their answers.We also invite candidates to complete a pre-interview questionnaire which gives the candidate the opportunity to request interview adaptations – such as additional time

Conclusion

​ By embracing neurodiversity, organisations can tap into a wealth of unique talents and perspectives, fostering innovation and creating a more inclusive and dynamic workplace.