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Career Resources
Based on the most helpful WSO content, breaking into investment banking (IB) as an experienced hire with a cognitive disability can indeed be part of the diversity and inclusion (D&I) initiatives that banks are increasingly focusing on. While it's true that many D&I efforts are targeted at undergraduates and new analyst hires, there is a growing awareness and effort to include neurodiverse candidates across all levels, including experienced hires.
Here are a few points to consider:
Disclosure: It's a personal choice whether to disclose your disability. If you believe it may require accommodations or if you feel it's an important part of your identity, you may choose to disclose it. However, be aware that this could lead to a range of reactions, from support to potential bias.
Support Systems: Many top banks are now creating support systems and programs for neurodiverse professionals. It would be beneficial to research which banks have these programs and target your applications accordingly.
Lateral Hiring: The lateral hiring process can be different from campus recruiting. It often involves a more focused approach, with resumes and candidates being more carefully screened. Your experience in valuations could be a strong selling point, and your cognitive disability should not detract from your professional achievements and capabilities.
Networking: Building a network within the industry can help you find advocates and allies who can support your application and provide advice on navigating the recruitment process with a disability.
Preparation: As with any candidate, thorough preparation for interviews and a strong understanding of the role and the industry will be crucial. Make sure to highlight your relevant experience and skills that make you a strong candidate for IB.
Remember, the goal is to find a bank that values your unique perspective and skills, and where you feel supported and able to thrive.
Sources: Mental disability & IB, Commercial Banking or Corporate Banking?, Why are banks hiring less qualified candidates?, Q&A : Regional Office Recruiting, A target student's observations from the 2022 IB Recruitment Cycle
What is the nature of the disability?
"cognitive" - could be ADHD or dementia, who knows
ADHD
I think there’s a lot of people in IB with ADHD whether diagnosed or not, but if I were you I wouldn’t mention it honestly
I think D&I is priamrily race, I don't think it's really associated with disabilies.
How serious is you ADHD? In full honesty, I'm pretty sure that a a lot of bankers have mild to semi-serious diagnosed/undiagnosed ADHD,
“Don't worry scro'! There are plenty of 'tards out there living really kick ass lives. My first wife was 'tarded. She's a pilot now.” - Dr. Lexus
Incredible reference, probably went over the heads of these water drinkers
Pretty sure my MBA associate is retarded and had no issue getting through the process
Was about to say, I’m actually retarded but get good reviews and been doing this for 2.5-years and am expected to be an associate in June. I’m telling you, no one will know. #Retarded #A2A
As someone who has his own disability, my thought is if you can do the Val job you shouldn’t have trouble with any other finance job. Just don’t mention it and act like your normal self during interviews.
I was born without thumbs, so do you think that will affect recruitment for me? Honest question...
.
Feel free to DM me, I went from val->IB->buyside/AM job I love, and have autism/ASD and dyslexia.
Remember the days when men were men? ADHD and you want special treatment. Unless you're drooling and have no legs you should receive the same treatment as everyone else.
Lmfao next thread gonna be: Can I break into IB with no arms or legs?
If you are BIPOC, yes.
ADHD isn't in diversity and Inclusion hiring in most places. Rightly so.
I also think you'll find it difficult as ADHD tendencies and the typical child like behaviour of ADHD adults will not go down well in IB.
Please stop trying to take disability places from people with real disabilities.
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