teissTalk: Is your cyber security approach leaving neurodiverse colleagues behind?

On 25 January, teissTalk host Tom Langford was joined by Holly Foxcroft, NeuroDiversity Consultant; and
Rebecca Massey, Security Awareness Specialist, Pinsent Masons LLP.

 

Views on news

Neurodiversity may not be the silver bullet to solve the skills shortage but it can help improve the business’s cyber security controls. One can argue that there is no such thing as a cybersecurity skills gap, but it’s a recruitment gap as HR is not looking for talent in the right places. Cyber security people don’t just come from IT but strategy, business, legal, etc too. About 20 per cent of the workforce is neurodivergent. Awareness of neurodivergent individuals is much stronger in education than in the commercial sector and we’re still learning how they operate in a workplace setting. They are now protected by employment laws as neurodivergence has become a protective characteristic.

 

Disclosure of neurodivergence or inclusivity by design?

Neurodivergent people fit in better in the cyber-security industry as here more people are a bit like them – and adversaries stand a high chance of being biodiverse themselves. Companies can set up neurodiverse networks where neurodivergent employees can also get support. In polls about whether neurodivergence should always be disclosed or the company culture should be inclusive by design, those polling are overwhelmingly in favour of the latter. However, if those affected don’t disclose, it’s hard for experts that try to create an inclusive working environment to get any direct feedback. 

Often, companies would be ready to take on neurodivergent people, but they are afraid that they don’t know how to deal with them. To address that, organisations need to be trained to understand neurodiversity and where they fall short in catering to neurodivergent people’s needs. Entry into an organisation, and onboarding can be really difficult for neurodivergent people, especially as the process of hiring is getting increasingly automated. Offering networking opportunities and mentorship can help a business reach out to neurodivergent candidates. Organising neuro-friendly events can also help this talent find you. 

Neurodivergent colleagues may have problems in, for example, detecting phishing attacks, where one must look out for mistakes in spelling. 

 

The panel’s advice

Neurodiversity as a social movement must be separated from neurodivergence as a disability.
People with ADHD perform very well in times of crisis. 

• Offer support to neurodivergent people in the recruitment process. 
• Educate yourself, as well as your wider team to understand neurodiversity.
• For eLearning tools designed for neurodivergent people, check out this link.