What should a financial firm change if it wants to hire more neurodiverse talent? Justin Nelson has a short answer with three parts. The JP Morgan managing director, who heads the Asset Management and Financial Principals Coverage Team at J.P. Morgan Private Bank in Connecticut, has laid out a framework drawn from leading a team that oversees more than $15 billion in assets.
Lesson One: Redesign the Interview
Communication is typically the toughest area for candidates on the autism spectrum, Nelson says. Ordinary conversation, which most applicants take for granted, can be very hard for them. A process that judges people mainly on how smoothly they talk will miss their real strengths, which often include exceptional creativity and computational skill. “Interviews can be hard for them, so an employer has to think differently about the hiring process,” he says.
Lessons Two and Three: Structure and Partnership
Next comes management. Justin Nelson JP Morgan recommends assigning defined tasks instead of broad goals and making sure employees grasp how each task fits into a larger plan. Workers who understand the rules, he argues, often deliver highly exact results.
The third lesson involves outside help. Justin Nelson works with Broad Futures, a charity that matches neurodiverse candidates with employers. “They work with employers to match up people who are neurodiverse,” he explains. The group educates companies and helps them run programs to select candidates. Nelson is also involved with Adelphi University’s Bridges Program, which supports high-functioning students on the spectrum.
Each of these steps calls for limited investment. Taken together, they give banks and asset managers a way to reach people with unusual analytical strengths, a valuable pool during a period of talent shortages across financial services.
For the JP Morgan executive, the reasoning is straightforward. When managers set clear rules and learn how to communicate with neurodiverse staff, they may discover that some of their strongest employees were the ones conventional hiring nearly passed over. Refer to this article for related information.
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