Neurodiversity: An answer to the accounting talent shortage

By Anthony Pacilio, Vice President of Neurodiverse Solutions at CAI

Accounting is experiencing a talent shortage. According to Bloomberg Tax & Accounting, employment for accountants and auditors dropped by 17% from 2019 to 2021. With more professionals leaving the field than entering it, employers are beginning to look elsewhere for qualified candidates—the untapped talent pool of neurodivergent individuals.

Neurodiversity is the range of differences in individual brain function. People who are neurodivergent could be diagnosed with autism, dyslexia, dyspraxia, or ADHD to name a few. Unfortunately, this population has been widely overlooked for employment opportunities and remains one of the largest unemployed and underemployed groups of people by as much as 30 to 40% according to the University of Connecticut.

Partnerships such as the one with The Ohio Society of CPAs and CAI are changing that narrative by enabling the accounting and financial industries to tap into this talent pool.

CAI Neurodiverse Solutions, CAI’s end-to-end neurodiversity employment program, is helping OSCPA regenerate their

candidate pipeline with qualified neurodivergent individuals and educate members about the program’s benefits to introduce the solution to other firms and organizations.

Being neurodivergent myself, my passion lies in helping other neurodivergent individuals find rewarding careers, while educating employers on the advantages of neurodiversity in the workplace. Over the course of my career, I have been fortunate to watch more neurodivergent individuals take a seat at the table and have their voices heard. But the positive impact of a worthwhile job transcends the employee and employer.

Life of purpose

A former neurodivergent colleague of mine wanted to get her driver’s license and asked for my help. This was a massive opportunity because, along with the skills she gained in her career, she developed newfound confidence in herself. Leading up to the license exam, she and I would discuss traffic laws and different scenarios she might encounter when driving. She was so prepared that when it came time for the test, she passed with flying colors. A few months later, her mother called me crying. She was so relieved that her daughter was now driving and even moving into her own apartment. No longer did she have to worry about how her daughter would navigate the world. She wasn’t just living but thriving on her own. It’s stories like this that give me purpose.

The bottom line is that everyone deserves a life filled with meaningful work that makes a difference. Beyond the obvious positive effects, organizations with neurotypical and neurodivergent employees see innovation and productivity spike because of the new ideas and processes that come from these blended teams. Accounting can benefit from skills, including data analysis, pattern recognition, and attention to detail that are just as crucial to the field as those who are mathematicians. After all, different roles require different skills, and that’s where neurodiversity comes into play.

Through data analysis, neurodivergent individuals are keen at identifying and forecasting trends, which help clients know about potential profit gains and losses faster. And with a laser focus on detail, small data errors are noticed and corrected sooner to avoid bigger problems down the road. This is only scratching the surface, though, as to what will come from employing neurodiverse talent.

Improving and fostering neurodiversity in the workplace

Increasing neurodiversity in the workplace is a mindset shift within the organization. A viable firm that will benefit from neurodivergent employees is one that already knows the strengths that come from a diverse culture and accessible working environment. OSCPA embraces diversity and inclusivity and demonstrates that through our partnership.

But if you are just embarking on this journey, where do you start? At the beginning. Specifically, during the interviewing and hiring processes. In lieu of the traditional interview, a hands-on evaluation led by neurodiversitycertified professionals can showcase a candidate’s skills in a supportive environment. It removes the barriers of a typical interview so that hard and soft skills can shine. This method also offers both the prospective employee and employer the opportunity to align talent with the position’s needs.

After the offer has been accepted, a neurodiverse-friendly work atmosphere is key.

Integration and ongoing support are critical steps in the process. Onboarding neurodivergent employees and helping with career mobility is best done with a neurodiversitycertified team lead. This leader manages work and maintains accountability while also developing skills so that careers do not plateau or stagnate, but rather grow. When a team lead coaches self-advocacy, neurodivergent employees can best present their value to managers when it comes time to discuss upward growth.

Leaders can also identify and implement workplace accommodations that will make it easier for neurodivergent employees to integrate into the team. Noise-canceling headphones, desk placements, and softer lighting are simple and affordable in-office accommodations that can make a difference in productivity and engagement levels. Closed captioning, recording meetings, and using meeting agendas are great for remote or hybrid roles that can keep employees informed and reduce anxiety.

Limitless opportunities

CAI Neurodiverse Solutions has been in practice for over a decade. Through our experience, we’ve been able to achieve a 94% retention rate within the first 12 months of employment across all industries. And we are thrilled to work with OSCPA to bring more awareness and neurodiversehiring practices to the field.

With more neurodiversity employment and collaborative partnerships like OSCPA and CAI, we will realize our vision of having more neurodivergent individuals in the C-suite.

Anthony Pacilio is vice president of Neurodiverse Solutions at CAI.