Neurodiversity and National Security: Harnessing the Potential of Unique Cognitive Talents
As federal agencies face recruitment and retention challenges, the government is urged to look to the neurodiverse community to fill key roles, especially in the national security arena. On the latest FEDtalk episode, a panel explored how the national security community can break down barriers to inclusivity for neurodiverse employees and applicants. The program highlighted how neurodiverse employees can bring unique cognitive talents to the workplace to help organizations improve mission delivery.
Neurodiversity refers to individuals with neurodevelopmental differences, including autism, dyslexia, and ADHD. Neurodiverse individuals’ skills are considered particularly well suited to intelligence work, as many neurodiverse individuals are skilled at recognizing patterns.
Joining host Natalia Castro was Suzanne Wilson Heckenberg, the President of the Intelligence and National Security Alliance as well as the Intelligence and National Security Foundation. Also joining was MITRE Corporation Neurodiverse Talent Enablement and Cyber Engagement Program Lead Theresa Thomas, and Cortney Weinbaum. Senior Management Scientist at The RAND Corporation. Weinbaum was a lead author on the RAND study that inspired this podcast, “Why National Security Needs Neurodiversity: Drawing on a Wider Range of Cognitive Talents to Tackle National Security Challenges.”
The episode reviewed the entire employee life cycle from recruitment to leadership, to review how federal agencies can meet their mission by embracing neurodiversity.
Neurodiversity in the Federal Workforce
The panelists reviewed the data on neurodiverse workers in the federal workforce. Weinbaum explained that while it is impossible to tell exact numbers, if one accounts for general population trends, then the numbers are substantial. Weinbaum pointed out that even if the neurodiverse workforce is only 1 percent of the national security community, it would still amount to approximately 34,000 workers.
In addition, Weinbaum said there are people in the intelligence community and the military with these diagnoses that don’t want to reveal themselves right now due to potential discrimination, bias, and bullying.
Thomas agreed with that statement, saying that the stress of hiding a diagnosis in the workplace is exhausting, leads to burnout, and can affect retention rates.
Recruitment and Application Barriers
Next, the panelists reviewed barriers in the recruitment and application process for neurodiverse candidates. They agreed that the long and complex forms for both job applications and security clearances may be a barrier for neurodiverse candidate who struggle to maintain focus or take a hyper literal approach to questions.
“We’ve created this scenario that makes it very difficult for (neurodiverse) people to even access the front door to get in,” said Weinbaum.
Weinbaum pointed out that some companies in the private sector changed the interview process to help neurodiverse candidates by replacing the traditional interview with a practical exercise.
“It takes the burden off of the candidate to be able to prove that they’re likable or prove that they have communication skills and instead shifts it to do they have the technical expertise and the ability to convey analytic result,” said Weinbaum.
Thomas emphasized that agencies can reframe job requirements to reflect the actual responsibilities rather than vague skills to encourage diverse applicants to apply. She points out that laying out a clear process and telling job applicants exactly what lies ahead will be very beneficial to neurodiverse candidates as well as neurotypical applicants.
“That kind of clarity is going to dial back so much of folks’ anxiety and really really be helpful without you having to ditch the whole government required system,” said Thomas.
Security Clearances
Another issue that the neurodiverse community faces is getting through the security clearance process, which is an intense process as is for people without neurodiverse qualities.
Heckenberg says having to go through the security clearance process is a stressor that may force some neurodiverse candidates to pull out of the process.
“It’s a lot of paperwork and a lot information you have to pull up from the past. Also, there are other areas where people need to disclose answers about mental help, and that can be very uncomfortable,” Heckenberg said.
In addition, the possibility of a polygraph test can be a deterrent for neurodiverse candidates. After all, the panelists pointed out that trouble making eye contact, trouble answering questions, and overthinking are all symptoms that neurodiverse people sometimes exhibit, and they may come off to a polygraph administrator as hiding a lie.
Currently, many administrators are not trained to know the difference.
You can stream the show online anytime via the Federal News Network app and listen to the FEDtalk on all major podcasting platforms. FEDtalk is a live talk show produced by Shaw Bransford & Roth P.C., a federal employment law firm. Bringing you the insider’s perspective from leaders in the federal community since 1993.
