Leading Financial Services Provider

Leveraging Neurodiverse Talent for Data Analysis

RESULTS

The financial services firm successfully hired neurodiverse individuals for data analysis and research positions.
The new hires exhibited exceptional attention to detail, pattern recognition skills, and strong problem-solving abilities.
The firm’s data analysis capabilities improved, leading to more accurate predictions, risk assessments, and informed decision-making.

CLIENT: A financial services firm OBJECTIVE: Leverage neurodiverse talent to enhance data analysis and desicion support system.

CHALLENGE

The financial services industry relies heavily on data analysis for strategic decision-making. The client sought to harness the unique abilities of neurodiverse individuals in this area but struggled to find suitable candidates.

SOLUTION

DirectSource partnered with neurodiversity-focused job boards, universities, and disability employment agencies to source candidates with strong analytical skills. The platform’s assessment tools helped evaluate candidates’ capabilities and fit for data analysis roles.

Leading Manufacturing Company

Building a Neurodiverse Production Workforce RESULTS The manufacturing company successfully hired neurodiverse individuals for various production roles, such as assembly line workers, quality control inspectors, and inventory coordinators. The new employees demonstrated exceptional attention to detail, adherence to procedures, and consistency in their work, resulting in improved product quality and reduced errors. The company’s inclusive work environment led to increased employee satisfaction and reduced turnover rates. CLIENT: A manufacturing company OBJECTIVE: Establish a neurodiverse workforce to enhance productivity and foster a culture of inclusion.

A Roadmap for Neuroinclusive Managers

Approximately 15-20% of our population is neurodivergent Middle managers have always supervised neurodistinct employees regardless of either party’s awareness of this fact. The confluence of exponentially rising prevalence rates, the self-identification movement, and efforts to recognize late-identified neurodiverents from “The Lost Generation” suggests that managers are now supervising the largest cohort of neurodivergents ever. Managers play a crucial role in unlocking the limitless potential of a neuroinclusive workforce. On the contrary, unskilled managers can render all facets of the employment life cycle intolerable for neurodivergents.

Leading Financial Services Provider