Justin Nelson has distilled years of leadership experience into a straightforward framework for hiring and managing neurodiverse talent, one he hopes other financial services firms will adopt. Nelson is Managing Director and Head of the Asset Management and Financial Principals Coverage Team at JP Morgan Private Bank, overseeing a Connecticut-based group that manages more than $15 billion in assets.

Three Practical Steps

The first part of Nelson’s framework involves redesigning interview processes so they no longer penalize candidates for communication struggles that have nothing to do with job performance. “Interviews can be hard for them, so an employer has to think differently about the hiring process,” he says, pointing to communication as the consistent barrier neurodiverse candidates face despite often possessing creative or computational skills that exceed typical levels.

The second part addresses management once someone is hired. Justin Nelson JP Morgan recommends breaking projects into specific, clearly defined tasks and explaining how each connects to a larger plan, rather than relying on open-ended goals. He says employees who understand that structure often become some of the most exact and dependable performers on a team.

The third part involves outside partnerships. Nelson works with Adelphi University’s Bridges Program, which supports students on the spectrum, and Broad Futures, a nonprofit that connects neurodiverse candidates with employers and helps those employers get educated on how to run effective hiring programs.

Nelson frames all three steps as low-cost changes rather than major overhauls. Financial firms already competing for scarce talent, he argues, can gain access to skilled workers simply by adjusting how they interview and manage rather than waiting for candidates to fit an existing mold. The hardest hurdle for most neurodiverse individuals, he notes, remains the jump from school to their first job, which makes thoughtful onboarding just as important as the hiring decision itself. Visit this page for additional information.

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