“Employers really need to change how they think about engaging with these people.” That is the central message from Justin Nelson, Managing Director at JP Morgan Private Bank, when he talks about neurodiverse talent in financial services.
Nelson leads the Asset Management and Financial Principals Coverage Team in Connecticut, which oversees more than $15 billion in assets. Justin Nelson’s views on neurodiversity come from two sources: years of managing high-stakes client work and a personal understanding of what people on the autism spectrum face in the workplace.
Seeing Past the Conversation
Communication sits at the center of his analysis. Nelson calls it the biggest challenge for neurodiverse candidates, specifically their ability to interact with people. A casual exchange that most professionals handle without effort can be very hard for someone who processes social cues differently.
He is careful not to stop there. “Usually what that means is that while they may have a harder time connecting and communicating, they’re exceptional in other areas,” Justin Nelson says. He credits many neurodiverse people with strong creativity and computational ability that goes well past the typical range.
Rules, Roles, and Results
According to Justin Nelson JP Morgan, managers get the most from these employees by setting clear expectations. Work should be divided into specific tasks, with each person shown how their assignment connects to the bigger plan. Within that kind of structure, he says, neurodiverse employees can be remarkably precise.
“If you can lay out the rules and know how to work and communicate with that group of people, you probably have some of your best employees,” he observes.
The JP Morgan executive backs these ideas with service. He is involved with Adelphi University’s Bridges Program, which supports high-functioning students on the spectrum, and with Broad Futures, a charity that connects neurodiverse candidates with employers and helps companies learn to select them.
His recommendations for the industry are to rebuild the interview process, provide structured task management, and partner with groups that specialize in neurodiverse hiring. These changes require little investment, and they can give firms access to capable, detail-focused employees at a time when talent is scarce. Read this article for more information.
Find more information about Justin Nelson JP Morgan on https://fortuneherald.com/finance/the-future-of-banking-jpmorgan-justin-nelson-on-the-role-of-technology-in-financial-services/