Autism spectrum disorder (ASD) is a type of neurodiversity which today affects more than 700,000 people in the UK. If we want to build an inclusive and diverse mortgage industry, it is crucial to ensure our workplaces create supportive environments for all, including those who are neurodivergent.
At the same time, neurodivergent individuals are often incredibly intelligent, boast higher than average abilities and can be a huge asset to your business. Harnessing these skills, and helping neurodivergent people thrive should therefore be a priority.
That is why the Intermediary Mortgage Lenders Association (IMLA) inclusion and diversity group’s latest ‘lunch’n’learn’ session focused on autism and how it affects people both inside and outside of the workplace. Since they began, the group’s bi-monthly ‘lunch’n’learn’ sessions have acted as a space for open and honest discussion, to drive progress by encouraging attendees to go back to their businesses and share what they have learned.
The session on autism, hosted by Caroline Mirakian, sales and marketing director at United Trust Bank and Craig Smith, business development manager at Shawbrook, was a particularly powerful example of how the initiative gives members an opportunity to share their personal experiences with their peers, but also practical advice on how to make our industry more inclusive.
What exactly is autism?
The National Autistic Society describes autism as “a lifelong developmental disability that affects how people perceive the world and interact with others,” going on to say that “autistic people see, hear and feel the world differently to other people.”
However, it is important to remember that it is a spectrum disorder, so presents itself in a wide variety of ways which differs in each person. Some individuals with autism may have exceptional abilities in areas such as memory, pattern recognition, attention to detail, problem solving and logical thinking.
Practical steps for the mortgage industry to take
There are myriad helpful resources available to businesses looking to improve their workplace for neurodivergent colleagues, but even a few practical steps can have a huge impact on ensuring that those with autism, and those caring for people with autism, can thrive in our industry.
Whilst there is naturally no one-size-fits-all experience of autism, colleagues with autism often can struggle with social nuance and subtext, making a clear briefing for them on tasks, deadlines and expectations a must. They often excel at focused, individual assignments which need real attention to detail and are less suited to social tasks and networking, sometimes being unaware of expectations to update managers on ongoing tasks regularly and needing a nudge or clear invitation to speak in meetings in order to feel confident contributing.
Employees who are caring for family members with autism will also face their own challenges, even if they themselves are neurotypical. Children with autism in particular often rely on routine, making ad hoc working or deadlines more difficult for those caring for them. For instance, parents of children with autism may need to be in more regular communication with their child’s school to discuss support required, challenges, and how to deal with co-existing conditions which impact their day-to-day life.
It’s also vital to note where people with autism may have key strengths that aren’t being harnessed, such as deep knowledge on a special interest and being able to retain detailed information easily. A workplace that doesn’t tap into these strengths will also be losing out.
To embed these points, and any equality policy across the business, training should be available to all employees, but particularly those in managerial positions. The presence of a training program will also make those dealing with autism feel more comfortable talking about the challenges they face in the workplace, with the knowledge that their colleagues will be receptive and understanding.
Increasing awareness and understanding of autism
The session drew out that there was a common lack of understanding around the difficulties faced by those in our sector on the autism spectrum, both in terms of the challenges created by having to fit into a neurotypical workplace and from colleagues unaware of the strengths that neurodiverse people bring to the table. In some cases, this can make it particularly hard for people with autism to get jobs in the first place as many recruitment processes do not lend themselves to the needs of the neurodivergent.
Equipped with better understanding, colleagues and peers can help foster a workplace with greater empathy and compassion, whilst employers and coworkers can be more mindful of the potential support individuals with autism may face need to successfully manage their work-life balance. A more inclusive recruitment process will also ensure that employers avoid missing out on some great talent.
Businesses have a huge opportunity to create a workspace which promotes neurodiversity, and maximises the skillset of their workforce.
Not only do neurodiverse people themselves often offer a different, and sometimes enhanced skillset, but by embracing autism in the workplace, companies can promote an atmosphere of acceptance, and understanding, leading to higher employee morale, job satisfaction, and retention.
Nicola Goldie is head of strategic partnerships and growth at Aldermore Bank
