Neurodiversity is a vital consideration in cybersecurity, with one in five professionals in the industry identifying as neurodivergent. This article, based on a Cyber Runway: Scale session led by a Plexal Innovation Associate, explores the importance of neurodiversity, common misconceptions, and practical ways to support neurodivergent employees while maximizing their unique strengths.

Neurodivergence is a key factor in cybersecurity, with approximately 20% of professionals in the field being neurodiverse. During a Cyber Runway: Scale session, experts from the industry discussed how organisations can create inclusive work environments and capitalise on the unique strengths of neurodivergent talent. Hosted by Mary Welton, of Plexal, in partnership with the Department for Science, Innovation & Technology, this discussion provided actionable insights into hiring, retention, and productivity strategies. I attended on behalf of Cyber Tzar, exploring how companies can harness neurodivergent problem-solving approaches to strengthen cybersecurity resilience.

Contents

Neurodiversity in Cyber with Mary Welton of Plexal

This video is publicly available on the Plexal YouTube playlist for the Cyber Runway programme.

Why Neurodiversity Matters in Cybersecurity

Neurodiversity refers to the natural variations in brain function and cognitive processing that lead to different ways of thinking, learning, and interacting with the world. In cybersecurity, where pattern recognition, problem-solving, and analytical thinking are crucial, neurodivergent individuals often bring exceptional skills that drive innovation and efficiency.

Key Facts About Neurodiversity in Cybersecurity:

• 1 in 7 people in the UK are neurodiverse.
• 1 in 5 cybersecurity professionals identify as neurodivergent.
• Organizations such as GCHQ actively recruit neurodivergent individuals, recognizing their exceptional skills in areas like pattern recognition and analysis.
• Alan Turing, a key figure in modern computing, was dyslexic, highlighting the historical contributions of neurodivergent individuals to technology and security.

Despite the strengths neurodiverse professionals bring, misconceptions and stereotypes often hinder their inclusion in the workplace. Understanding and implementing inclusive practices is essential for businesses aiming to attract, retain, and maximize neurodiverse talent.

Breaking Down Misconceptions About Neurodiversity

Historical Stigma and the Medical Model of Neurodiversity

Historically, neurodiversity was pathologized under the medical model, which treated conditions such as autism, ADHD, dyslexia, and dyspraxia as disorders rather than natural variations of human cognition. This led to:

• A focus on deficits rather than strengths.
• Stereotypes that neurodivergent individuals struggle rather than thrive.
• Outdated narratives, such as the false “vaccines cause autism” myth, which continue to impact public perception.

The Social Model: A Modern Approach

The social model of neurodiversity suggests that disability arises not from the individual but from the way society accommodates or excludes differences.
For example:

• A cactus thrives in a desert but struggles in a rainforest. The issue is not the cactus itself, but the environment.
• Similarly, neurodivergent individuals excel when placed in environments that support their working styles and needs.

Common Myths vs. Reality

Myth	Reality
Neurodivergent individuals lack empathy.	Many experience hyper-empathy, making them highly attuned to others’ emotions.
Autism means low intelligence.	Autistic individuals often display high intelligence and exceptional pattern recognition skills.
ADHD is just an attention problem.	ADHD is a difference in executive function, leading to both hyperfocus and challenges with organization.
Workplace adjustments are costly.	Most adjustments, such as flexible working or noise-canceling headphones, are low-cost but significantly improve productivity.

Harnessing Neurodivergent Strengths in the Workplace

Neurodiverse professionals bring unique cognitive strengths that can be highly advantageous in cybersecurity, tech, and business operations. Some key traits include:

Autism

✔ Pattern recognition – Highly analytical and detail-oriented.
✔ Heightened memory – Exceptional recall and ability to process complex information.
✔ Rational decision-making – Strong logical thinking and problem-solving skills.
✔ Honesty and directness – Clear, unambiguous communication.
🔺 Challenges: May struggle with social norms, sensory overload, or implicit workplace expectations.

ADHD

✔ Hyperfocus – Deep concentration on tasks of interest.
✔ High energy and motivation – Thrives in fast-paced environments.
✔ Quick problem-solving – Thinks outside the box and adapts quickly.
✔ Resilience – High tolerance for change and innovation.
🔺 Challenges: Executive function difficulties (organization, time management) and restlessness in structured environments.

Dyslexia & Dyspraxia

✔ Big-picture thinking – Sees connections others might miss.
✔ Creative problem-solving – Innovative approaches to challenges.
✔ Strong verbal skills – Often excel in storytelling, presentations, and leadership roles.
🔺 Challenges: May struggle with written communication, short-term memory, or fine motor tasks.

Creating an Inclusive Workplace for Neurodiverse Talent

Companies that support neurodiverse hiring and working practices benefit from higher retention, increased innovation, and stronger team dynamics. Here’s how to foster an inclusive culture:

1. Implement Reasonable Adjustments

Reasonable adjustments are small workplace changes that enable neurodivergent employees to thrive. Examples include:

Challenge	Adjustment
Noise sensitivity	Provide noise-canceling headphones or allow remote work.
Social norms and expectations	Set clear meeting agendas and encourage direct communication.
Hyperfocus or distractions	Allow flexible work hours to match employees’ productivity peaks.
Sensory overload	Reduce open-plan office noise or offer quiet workspaces.
Restlessness in ADHD	Enable movement-friendly work styles (standing desks, walking breaks).

2. Foster an Inclusive Work Culture

✔ Encourage open conversations about neurodiversity without forcing disclosure.
✔ Listen to employees—ask what they need to work effectively.
✔ Train managers to understand neurodiversity and avoid unconscious bias.
✔ Normalize alternative working styles—not everyone thrives in a 9-to-5 routine.

3. Rethink Hiring Practices

The traditional hiring process can unintentionally exclude neurodivergent candidates. To attract diverse talent:

• Be specific in job descriptions—avoid vague, open-ended language.
• Offer skill-based assessments rather than relying solely on interviews.
• Provide questions in advance to reduce anxiety.
• Allow alternative communication methods, such as written responses instead of verbal interviews.
• State your company is neurodiversity-friendly to signal inclusivity.

Conclusion: The Business Case for Neurodiversity

Why Companies Should Prioritize Neurodiversity

• Neurodiverse teams drive innovation—diverse thinking leads to creative solutions.
• Companies like GCHQ and NASA actively recruit neurodivergent talent for their unique analytical skills.
• Supporting neurodiverse employees boosts retention, engagement, and productivity.
• Inclusive workplaces attract top talent and reflect a modern, adaptable company culture.

By embracing neurodiversity, companies don’t just fulfill a moral obligation—they gain a competitive advantage in problem-solving, creativity, and business growth.

Final Thought: “You Don’t Have to Understand to Empathize”

As highlighted in the Cyber Runway session, leaders don’t need to fully understand neurodivergence to support their employees effectively. The key is to:

• Create an open, supportive culture.
• Listen to what people need rather than making assumptions.
• Actively foster environments where diverse minds can thrive.

Cybersecurity is an industry built on problem-solving, innovation, and precision—qualities where neurodiverse individuals excel. Companies that recognize and harness this talent won’t just build more inclusive teams—they’ll build stronger businesses.