It takes all sorts to build a successful business. It takes all sorts to work in liability and legal expenses. Risk takers and innovators, creative minds and financial brains, extroverts and introverts. Pragmatists and idealists. Thinkers and doers. Neurodiverse and neurotypical.

Neurodiversity refers to the different ways the brain can learn, process and interpret information.

This can translate into excellent problem-solving skills and logical reasoning to high levels of innovative thinking, creativity and attention to detail. Neurodiverse individuals are also known to be empathetic, loyal and dedicated employees who are driven by truth and integrity.

Don’t these qualities sound like the ideal candidate for a role in your insurance business?

We think so.

Around 1 in 7 people (more than 15% of UK population) are neurodivergent which means that there is a huge talent pool of people with many of the prerequisite skills for a career in financial services.

It’s no secret that the insurance sector has difficulty attracting new young talent and retaining qualified and highly experienced professionals.

Neurodivergent talent may be a solution to solve the talent shortage while simultaneously shifting the sector’s culture to be more inclusive, forward-thinking and attentive to the needs of all employees.

Dispelling the misconceptions

With the implementation of the FCA’s Consumer Duty and the stricter regime required by ESG reforms, intersectionality can no longer be tolerated by an industry committed to improving outcomes for employees and customers.

Diversity, inclusion and equity are no longer a ‘nice to have’ but a regulatory issue that is pivotal to the success of the insurance sector.

Such regulatory changes not only necessitate upgrading systems, processes, comms and data but also a shake-up of corporate cultures. Businesses need to embrace and support neurodiversity, not hide behind the stigma and misguided stereotypes. This is not only morally right, but it also represents a pragmatic approach for successful business outcomes.

It’s time to reframe the conversation to shine the spotlight on the positives of neurodiversity, not the challenges.

Vive la difference in the insurance industry

The multidisciplinary and regulated nature of insurance offers endless opportunities to unleash qualities and skills where neurodiverse individuals can excel.

Neurodiversity covers a wide umbrella of conditions, including Autism Spectrum Disorder (ASD), Dyslexia, Dyspraxia, Attention Deficit Hyperactivity Disorder (ADHD) and Dyscalculia. It’s common for someone with one of these conditions to also have another – and each condition can present in different ways in different people or gender. But their traits and talents can be channelled into a long and successful career in insurance.

Actuaries or underwriters need creative problem-solving capabilities and analytical thinking. Risk management positions and roles such as data analysts, financial analysts and accounting are also roles where neurodivergent people with ASD can flourish.

People with ADHD are often imaginative idea generators who think creatively. They also tend to have excellent observational skills, are enthusiastic and energetic making them suited to hands-on customer service or sales and marketing positions that take them away from their desk.

Go all inclusive

Many ND individuals go to great lengths to hide their conditions in order ‘fit in’ and be regarded as neurotypical. Instead, businesses need to embrace the benefits of a neuro-inclusive workplace. 

Opening up the conversation will improve working lives for those with neurodiversity, and our industry will be able to attract and retain neurodiverse individuals with the vast and varied talents they contribute. This means creating a safe space where diverse voices feel empowered to bring their true selves to work.

On Neurodiversity Celebration Week, Irwell recognises the value that our neurodiverse employees bring to clients, coverholders and colleagues. Embracing their talents in problem-solving, financial analysis and risk recognition presents a real commercial opportunity.

Our perfect blend of divergent and non-divergent, neurodivergent and neurotypical individuals means that we have an inclusive and high-performing team whose talents complement the diverse facets of working in legal expenses and liability.

We are proud of our all-inclusive workplace which embraces all ages, nationalities, genders and even football team loyalties – which can be a challenge for a business based in Manchester!