As the real estate industry evolves, so too must the way we approach talent.
One emerging and essential area of focus is neurodiversity. The natural variation in how people think, learn, and process information. It is estimated 15–20% of workforce is neurodiverse; many remain undiagnosed or undisclosed (Deloitte)
Neurodiversity includes a range of cognitive differences such as autism spectrum disorder (ASD), ADHD, dyslexia, dyspraxia. These are not “disorders” to be fixed but differences to be recognised and embraced, especially in a sector that thrives on varied thinking, creative problem-solving, and long-term planning.
Yet, when it comes to hiring and managing talent, many Real Estate organisations still take a traditional, one-size-fits-all approach often unintentionally excluding neurodivergent individuals who could offer unique strengths. Shamefully, only ~31% of neurodivergent UK adults are employed, despite strengths like pattern recognition, (The Times) and doubling autism employment in the UK could add £1.5 billion to the economy (The Times).
This article explores how Real Estate firms can better attract, support, and retain neurodiverse talent, and why it matters more than ever.
Why Neurodiversity Matters in Real Estate
Real estate is a complex industry. It blends technical expertise, financial modelling, long-term strategic planning, stakeholder management, and creative design thinking. These multidimensional challenges demand cognitive diversity, and that’s where neurodivergent individuals can shine.
Neurodivergent individuals bring detail focus, pattern recognition, and creativity – valuable in real estate analysis and design (The Times)
For example:
- People with autism may demonstrate deep focus, attention to detail, and strong pattern recognition. These are skills valuable in investment analysis, data modelling, or architectural design.
- Individuals with ADHD may excel in fast-paced environments that require quick thinking, adaptability, and innovation. These traits are ideal for asset management, leasing, or deal negotiation.
- Those with dyslexia often show strong visual thinking, big-picture strategy, and storytelling which is useful in marketing, placemaking, or community engagement roles.
📊 According to a 2020 Deloitte study, teams with neurodiverse professionals in key roles were found to be 30% more productive than those without.
The Barriers Neurodivergent Talent Face
Despite the potential, neurodivergent individuals are often underemployed or overlooked, not because of ability, but because of how hiring processes are designed.
Common barriers include:
- Over-reliance on traditional CVs and interviews: Many hiring managers favour articulate, extroverted candidates, yet those traits don’t always correlate with job performance.
- Poorly structured job descriptions: Vague or overwhelming criteria may deter neurodivergent individuals from applying.
- Rigid workplace norms: Open-plan offices, ambiguous expectations, and a lack of flexibility can make it hard for some individuals to thrive.
Without intentional effort, companies may inadvertently filter out valuable candidates who just happen to think differently.
How to Attract Neurodiverse Talent in Real Estate
Review and Simplify Job Descriptions
Avoid jargon and unnecessary requirements. Focus on what’s essential to the role. Be clear about:
- Daily responsibilities
- What success looks like
- What flexibility exists in working styles or environment
Add a line that explicitly welcomes neurodiverse applicants.
🧠 Example: “We value different ways of thinking and encourage applications from neurodivergent individuals.”
2. Rethink Your Hiring Process
The traditional interview isn’t always the best measure of ability. Consider:
- Offering questions in advance
- Providing practical assessments or job trials
- Allowing written responses in lieu of verbal interviews
- Training interviewers to understand neurodiverse communication styles
These adjustments can reduce anxiety and give candidates a better chance to show their strengths.
3. Partner with Specialist Organisations
Work with organisations that support neurodivergent professionals to help build your pipeline. These groups can increase internal awareness and also advise on inclusive hiring practices and reasonable adjustments.
4. Showcase Role Models
Representation matters and is critical to improving awareness. Highlight neurodivergent team members (with their permission) and tell their success stories on your website, LinkedIn, or in recruitment campaigns.
This sends a powerful signal that neurodivergent talent is not only welcomed, but valued.
Supporting Neurodivergent Talent Once Hired
Hiring is only the beginning. Retention, development, and inclusion require ongoing attention.
1. Create a Culture of Psychological Safety – Ensure managers and teams understand that everyone processes information differently. Encourage people to communicate their preferences, whether that’s for written feedback, clear instructions, or quiet workspaces.
2. Provide Flexibility and Structure – Clear expectations, advance notice of meetings, and optional camera use in video calls can make a big difference. So can flexible hours or the ability to work from quieter environments.
3. Offer Training and Education – Provide neurodiversity awareness training to hiring managers, HR, and leadership. A small shift in understanding can lead to big improvements in employee experience and performance.
Why This is a Strategic Advantage
Beyond fairness and inclusion, embracing neurodiversity is a smart business move:
- It widens your talent pool in a competitive market
- It fosters more innovative, creative problem-solving
- It signals a forward-thinking, inclusive employer brand
As real estate companies face pressure to evolve digitally, sustainably, socially those that embrace cognitive diversity will be better equipped to lead and adapt.
Final Thoughts
Real estate has always been about vision, seeing what others don’t, creating places and communities that work better for people. That vision should extend to how we hire, manage, and grow our teams.
By designing processes and environments that include neurodivergent professionals, the industry opens itself to new ideas, fresh perspectives, and untapped talent.In a people-driven sector, real estate companies that embrace neurodiversity won’t just be more inclusive, they’ll be more successful. At Richmond Capital we can help you embrace all our differences to build a top performing team.
Looking to build a more inclusive and innovative team?
Our Talent Advisory Services help real estate businesses attract, manage, and retain neurodiverse talent for a competitive edge.
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