The finance and banking sector has always depended on sharp thinking, attention to detail, and strong decision-making. But as the industry continues to evolve, there’s growing awareness of the value that neurodivergent people bring to the table. Whether it’s innovation, precision, or resilience under pressure, many neurodivergent professionals offer exactly the skills the industry needs.

Neurodiversity is the term used to describe natural variations in how our brains work. This includes autism, ADHD, dyslexia, dyspraxia, and more. In the past, these differences were often misunderstood or seen as barriers to success. Today, leading banks and financial institutions are starting to realise that neurodivergent people bring new ways of thinking that can actually give them a competitive edge.

What’s Changing in the Finance World?

In the UK, finance and professional services employ over 2.5 million people. But the industry is changing fast. Digital transformation, global markets, and increasing regulation are all putting pressure on companies to adapt. At the same time, the sector is dealing with growing skills shortages. Many roles are hard to fill, and some of the brightest minds are being overlooked because traditional recruitment processes aren’t designed for people who think differently.

That’s where neurodivergent talent comes in. Around one in seven people in the UK is neurodivergent. That’s a significant pool of potential employees who are often underrepresented in corporate environments. If the sector wants to build more diverse, forward-thinking teams, it can’t afford to leave this group out.

Why Neurodivergent People Thrive in Finance

The core skills needed in finance including focus, accuracy, problem-solving, and data analysis — are areas where many neurodivergent individuals shine.

For example, autistic professionals often show incredible attention to detail. This can be a major asset in roles like compliance, risk analysis, and auditing, where even the smallest error can have a big impact.

People with ADHD tend to be energetic, fast-moving thinkers who work well in high-pressure environments. They can thrive in dynamic roles like trading, portfolio management, or client services.

Dyslexic thinkers are often excellent at spotting patterns and solving complex problems. In roles that involve strategy, systems thinking, or innovation, they can offer unique insights that others may miss.

Dyspraxia, while often associated with coordination challenges, is also linked to strong visual thinking and out-of-the-box problem-solving. In strategy, planning, and process improvement, this can be a real strength.

How Neurodivergent Professionals Are Changing the Game

Some companies are already seeing the results of building more neuro-inclusive teams. JP Morgan Chase, for instance, launched its ‘Autism at Work’ programme and found that in certain roles, neurodivergent employees were more productive and more accurate than their neurotypical colleagues. These weren’t small differences — some teams reported 90 to 140 percent higher productivity.

At Bank of America, the neurodiversity hiring programme has helped recruit talented people into cybersecurity, compliance, and back-office roles. The bank says it’s not just about doing the right thing, but about building stronger, more capable teams.

Deutsche Bank has made efforts to change how it interviews candidates, offering neurodiversity awareness training to hiring managers and adapting communication styles to make the process more inclusive.

These are just a few examples, but they show that neurodivergent talent isn’t a nice-to-have. It’s a smart investment.

Practical Tips for Managers

If you’re managing a neurodivergent employee — or think you might be — there are some simple steps you can take to create a more supportive, productive environment.

Start with honest conversations. Let your team know that you’re open to different working styles and happy to make adjustments. You don’t need to ask for a diagnosis. Just ask what helps them work best.

Be clear and consistent. Many neurodivergent people appreciate having things written down. Share agendas before meetings, follow up with notes, and be specific when giving feedback.

Offer flexibility where possible. Some people may prefer to work in quiet spaces or need extra time to process tasks. Others might work better with flexible hours or regular check-ins. Where it makes sense, offer choice.

Avoid judging by appearances. Someone who avoids eye contact, doesn’t speak up in meetings, or seems distracted may still be highly engaged. Focus on outcomes, not communication style.

Make it part of the culture. Don’t wait for someone to ask for help. Make adjustments and inclusive practices standard for everyone. This helps reduce stigma and encourages more people to be themselves at work.

How Finance Benefits from Neurodivergent Thinking

There are specific ways neurodivergent professionals bring added value to finance and banking.

Fraud detection is one of them. Autistic analysts often excel at pattern recognition and anomaly spotting. They may notice inconsistencies in data that others overlook, helping identify risk and protect clients.

In compliance and regulation, attention to detail is essential. Neurodivergent individuals often thrive in environments where rules, accuracy, and clear logic are valued.

In data analytics, people with ADHD or dyslexia may be quick to see connections between trends, market activity, and business impact — especially in fast-paced environments that require creative thinking.

And in cybersecurity, where persistence, focus, and logic are key, neurodivergent professionals are increasingly being recruited for their unique abilities to detect threats and improve systems.

How to Make Finance More Inclusive

Despite the progress some firms have made, many talented neurodivergent people are still struggling to get through the door. Recruitment processes often rely on confidence in interviews, fast verbal reasoning, or networking, all things that can disadvantage neurodivergent candidates.

To change this, finance organisations need to:

• Re-think job descriptions. Avoid vague terms like “excellent communication skills” unless they’re truly essential.

• Offer different interview formats. Provide questions in advance, allow written or video responses, and give time for processing.

• State clearly that adjustments are available. Let people know you welcome neurodivergent applicants.

• Provide training for managers and HR teams. Make sure your people understand what neurodiversity is and how to support it.

Companies like Enna provide neurodiversity training and recruitment support to help organisations build more inclusive workplaces. Whether you’re reviewing job ads, designing onboarding processes, or training line managers, small changes can make a big difference.

Final Thoughts

The finance and banking sector is under pressure to do more with less, move faster, and think ahead. That kind of transformation needs a workforce that can offer new perspectives, spot hidden patterns, and approach challenges from unexpected angles.

Neurodivergent professionals bring all of this and more. When given the right support, they don’t just fit into finance, they help redefine it.

The future of finance will be shaped by how well we include people who think differently. And that starts now.