A report says that businesses need to harness neurodiversity to deal with a skills gap in the technical security workplace.
The report published by CREST, the non-profit accreditation and certification body for the technical security industry advice and recruitment processes can be more creative, inclusive and tailored for people with ADHD (Attention Deficit Hyperactivity Disorder), autism, Dyslexia and Dyspraxia and how the workplace environment and culture can be fashioned and improved for neurodiverse people.
With an estimated 10 percent of the UK population being neurodiverse in some form, employers are missing out on a great deal of talent, as well as giving people opportunities which have often been unobtainable in the past. A link between certain neurological conditions and high performance in technical rolls has long been acknowledged but the report stresses that having a ‘neurodiversity strategy’ should not be a “one size fits all initiative” and businesses need to listening to people about their needs and how they prefer to operate.
CREST president Ian Glover said: “As a society we’ve put great emphasis on literacy, numeracy, concentration and social interaction in terms of fundamental skills for the workplace, but the tide is turning as employers recognise they cannot afford to ignore large and previously untapped reservoirs of talent. Embracing a workplace that offers different thinking styles and approaches to problem solving, and innovation can thrive simply makes good business sense.”
The cyber security industry has already recognised that people on the Autistic spectrum can provide invaluable skills and are often the best performers in technical roles. For example, GCHQ is one of the biggest employers of autistic people in the UK, while the National Crime Agency (NCA) has revealed that some teenage hackers have been found to be on the autistic spectrum and are being targeted for recruitment by criminals.
The CREST report was based on a series of interactive workshops and provides a number of recommendations to support the existing neurodiverse workforce, help retain them and to provide assurance to future employees.
