Tapping Neurodiversity To Secure Our Cyber Future

October is Cybersecurity Awareness Month with the National Cybersecurity Alliance (NCA) focusing on ways to “Secure Our World.” As the need for more secure environments continues to come to the forefront, are there untapped talent resources already available within our neurodiverse communities?

I have been thinking a lot about how DEI is evolving—specifically in terms of talent resourcing. We, as inclusive leaders, know that diversity, equity, and inclusion isn’t solely about race, gender, age, sexual orientation, or physical disabilities. There is a wide spectrum and points of entry for those looking to build organizational culture based on inclusion.

One point that is often overlooked is neurodiversity, a term that encompasses a range of neurological differences such as autism, dyslexia, ADHD, dyspraxia, Tourette syndrome, and Down syndrome, anxiety (high functioning and otherwise), among others. Neurodiverse individuals represent around 15-20 percent of the global population, though only a fraction may disclose this aspect to their teams due to stigmas or a lack of accommodations in workplaces. Despite rising awareness, many of us still struggle with understanding and supporting neurodivergent employees.

For example, a 2024 survey found that 68 percent of U.S. employees either didn’t know what neurodiversity meant or were unsure about it, highlighting the need for broader education and initiatives. However, in most sectors, formal inclusion strategies and accommodations, such as flexible communication methods and sensory-friendly workspaces, are still limited

But what does this have to do with cybersecurity? I am so glad you asked.

Those of us with neurodistinctions often bring unique skills and perspectives—like out-of-the-box thinking and exceptional attention to detail—that are invaluable to industries, specifically technology, the channel, and cybersecurity.

“Neurodiversity is a massive spectrum, and cybersecurity leaders need to rethink how they are assessing skills, and what a ‘typical’ candidate may look like for any position,” says Jackie McGuire, senior security strategist at Cribl.

As a co-chair of Cribl’s Neurodiverse Education, Resources, and Discussion (NERD) employee resource group, McGuire is passionate about educating and empowering neurodiverse team members with the resources they need to excel in their roles.

She continues, “by embracing unique skill sets of neurodivergent talent such as the ability to hyper-focus, detect patterns, and identify vulnerabilities…security teams can unlock new, meaningful problem-solving solutions.”

Expanding The Scope Of DEIB

Currently, neurodiverse individuals experience higher rates of unemployment and underemployment compared to the general population. In the United States, it is estimated that 85 percent of people on the autism spectrum are unemployed, compared to 4.1 percent of the overall population.

To create a more diverse and inclusive workplace, people leaders need to challenge the traditional workplace processes. Like all diversity, neurodiversity starts with awareness.

Neurodiversity Is Everyone

The differences that divide us are not our unique traits but it’s our skewed way of perceiving and thinking about those traits. Neurodiversity is something that could be celebrated, rather than overlooked. Embracing and incorporating neurodiverse employees into cybersecurity processing is a way for inclusive leaders to build toward the future.

It is creative thinking that helps us illuminate ideas and opportunities teams might otherwise have missed. Encompassing diversity in the ways of problem solving and thinking can spur innovation and create a productive environment to foster long-term economic success.

Research suggests that teams with neurodivergent professionals in some roles can be 30 percent more productive than those without them. The inclusion and integration of neurodiverse professionals can also boost team morale.

Furthermore, a recent U.S. Department of Labor analysis found that employers who embraced neurodiverse individuals saw a 90 percent increase in employee retention.

As inclusive leaders, we can make progress by understanding neurodivergence as an opportunity to support heterogeneous viewpoints and ideas. Ultimately, I don’t think the question is “Will you hire the neurodiverse?” because you already do. The real question is, “How will you foster an inclusive environment they need to thrive while making us more secure?

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Photo by randa marzouk on Unsplash