Building Belonging: How MONY Group Champions Neurodiverse Talent

At MONY Group, Diversity, Equity, Inclusion, and Belonging (DEIB) are more than just values, they shape how we work, lead, and grow together. We believe that inclusive teams don’t just perform better, they think more creatively, collaborate more effectively, and drive real change.

MONY Group sees inclusion not just as a value, but as a strategic advantage. With 15–20% of the UK population estimated to be neurodivergent, we want to make sure MONY Group is somewhere you can thrive.

We value teams that bring something different to the table and approach work in different ways. That’s why we’re committed to creating an environment where everyone feels empowered to be their true selves and supported throughout their career journey with us.

“Out of all the places I’ve worked, MONY has definitely been the best and most forward about doing what it can to help me perform at the same level as my neurotypical peers.”

From First Contact to Career Growth: Inclusive by Design

We understand that searching for a new role can be a minefield. That’s why we’re intentional about the language we use in our job descriptions and communications. We aim to be clear, inclusive, and accessible from the very first touchpoint.

Throughout the recruitment process, we actively encourage candidates to let us know what they need to perform at their best. Everyone has their own unique needs, and we want to create the right conditions for you to showcase your skills and potential.

Whether it’s:

• Extra time for interviews or interview tasks
• Receiving questions in advance to help you prepare and feel more confident
• Using transcription or AI tools to support communication
• Choosing between remote or in-person interviews
• Or requesting specific room adjustments

We’re here to listen and adapt.

We know that not everyone feels comfortable speaking up straight away, so we ask candidates multiple times throughout the process what support they might need. We also offer an Interview Passport, a simple way for you to tell us how we can help you succeed.

Everyone is different, and what works for one person may not work for another. That’s why we provide multiple opportunities and a safe space for candidates to share what will help them perform at their best. This approach continues once you join us, with ongoing support and adjustments tailored to your needs as your career evolves.

Empowering Managers and Teams

To ensure our hiring process is inclusive and consistent, managers receive training to confidently support neurodivergent candidates. This training equips them with the tools and understanding to create a fair and welcoming experience for everyone.

Once onboard, neurodivergent colleagues can access a robust support pathway led by our People Partnering team and their hiring manager. This includes:

• A structured onboarding experience
• Tailored solutions based on individual needs
• Adjustments agreed and implemented with support from our IT and Workplace teams
• Ongoing check-ins to ensure everything is working well, and to make further adjustments if needed.

Employees are invited to self-disclose and request adjustments at any stage of their career — not just during recruitment.

We’re committed to making sure our support doesn’t stop at onboarding. It’s a continuous journey, and we’re here every step of the way.

“My manager is happy to make any accommodations for me, such as supporting my preferred communication style and being understanding if I need things explained in different ways. When working with my team, they are also always happy to help and explain things.”

Building a Culture of Openness

At MONY Group, we believe that awareness is the first step to action. That’s why we regularly host events and encourage open conversations about neurodivergence.

One of our recent events, Superpower vs Support, gave colleagues a deeper understanding of the neurodivergent experience, making space to help colleagues understand that the ‘super power’ narrative about neurodivergence, often overlooks the integral role that effective support plays in ensuring our neurodivergent colleagues can thrive. We partnered with I am Paying Attention, who have spent years building supportive communities for neurodivergent people, as well as working with organisation’s on neurodivergent training and education. Colleagues within MONY Group also shared their own lived experiences, and it gave a fresh perspective on moving beyond labels to meaningful inclusion.

We don’t just talk about inclusion; we build it into everything we do.

If you’re thinking about joining MONY Group, know that we’re ready to support you in the way that works best for you.