When do you think that sourcing neurodiverse talent is most appropriate?

Hiring Neurodiverse Employees

The Australian Defense Department is developing a neurodiversity program in cybersecurity. The superior pattern-detection abilities of neurodiverse employees is expected to improve performance on tasks including examining messy data for signs of intrusion or attack. Using methods borrowed from the Israeli Defense Forces (IDF), it has assessed candidates whose relevant abilities are “off the charts.” Some neurodiverse people are so good at pattern identification that the IDF’s Special Intelligence Unit 9900, responsible for analyzing aerial and satellite imagery, staffs one group mostly with employees on the autism spectrum. The case for hiring these people is especially compelling given the cybersecurity skills shortage[i] where the biggest deficits are expected to be in strategically important and fast-growing areas including data analytics and IT services implementation, whose tasks are a good match with the talents of some neurodiverse people.^[ii] It has been estimated that more than 75 percent of cognitively able individuals with autism have interests and aptitudes well suited to cybersecurity careers.

QUESTION

1. When do you think that sourcing neurodiverse talent is most appropriate?