20 November 2024

ADHD in the workplace: Challenges, misconceptions and the path to inclusion

The below article originally featured on the Training Journal website, you can access this here.

 

With a few practical adjustments, organisations can create workplaces where employees with ADHD truly thrive – Nicole Nadler explains 

If you’re an employer or manage a team, odds are someone in your organisation may have ADHD. While the disorder impacts everyone differently, knowing the symptoms and how they present themselves is vital.

ADHD can be categorised as inattentive, which involves difficulties in maintaining focus, organisational challenges and/or forgetfulness. There is also hyperactive, which is traditionally seen as being unable to sit still and acting without thinking. It also includes internal restlessness, hyperverbal tendencies, and/or anxiety disorders, especially in women. Most people have a combination of both.

I didn’t find out I had ADHD until I was 30. I read an article about someone’s lived experience of discovering their ADHD in adulthood, it felt as if her words were my own, and the more I learnt, the more everything made sense. I was formally diagnosed a year later.

People with ADHD are chronically underemployed and therefore employers must value individuals beyond their CVs.

 

Beyond the misconceptions 

I know first-hand the importance of creating an inclusive, supportive workplace for colleagues with neurodiverse conditions. Sometimes ADHD is described as a “superpower”, but this can be unhelpful. Celebrating perceived strengths like creativity or resilience should not overshadow the real challenges faced by those with ADHD. It is a disabling condition, and a balanced perspective is essential for genuine inclusivity.

Many with invisible illnesses or disabilities choose not to disclose for fear of discrimination, therefore making it difficult to provide the needed help. So, how can organisations create a supportive workplace for those who do and do not choose to disclose?

Workplaces should view inclusivity as a net; the wider it is, the more people can be caught. An automatic door, for example, is primarily seen as a tool to assist someone using a mobility device, but it helps everyone, such as a new parent pushing a pram or someone who has their hands full.

 

The importance of clear communication 

One of the top things a business can do is to prioritise clear and simple communication. This could be summarising key points in an email after a call or using bullet points to highlight important information that might otherwise be accidentally overlooked. Providing visible notes in meetings and interviews can help team members refer back to discussion points and stay on track.

In addition, many people with ADHD have a disturbed circadian rhythm and may be more productive outside traditional working hours. Companies should consider adopting flexible working hours to maximise productivity and reduce mistakes. At Anderson Quigley, our rule is “work when and where you do best, as long as the job is done”.

Another quick win is investing in recording and transcription services. Not only are they a productivity hack, they are hugely beneficial for those with ADHD and working memory challenges. It allows us to revisit the information after a meeting.

Fully developing a supportive workplace culture starts during the hiring process. At Anderson Quigley, we are experts in executive and interim management recruitment and know it’s crucial to get this right.

 

Recruitment and onboarding

People with ADHD are chronically underemployed and therefore employers must value individuals beyond their CVs and prioritise the person ahead of the qualifications. Someone who might appear to be lacking on paper could make an incredible addition to the team. An inclusive onboarding process requires open discussions from the hiring stage about what accommodations and improvements are needed for the employee and organisation to be successful.

There is another way to make a significant difference: collaborate with an expert who has lived experience to provide training to the whole team or seek out tailored training programmes. Simply listening to your colleagues with ADHD could also provide an incredible learning opportunity.

Companies that adopt a “bring your whole self to work” approach encourage colleagues to discuss their living experience of ADHD or other neurodivergent conditions. Supporting colleagues with ADHD in the workplace requires understanding and, sometimes, practical adjustments.

By promoting open communication, providing targeted training and avoiding toxic positivity, organisations can create a workplace where all employees can thrive. The goal is to ensure that everyone on the team feels valued and supported to do their best work.