30 July 2024
Originally featured on ADDitude, 30 July 2024 – you can view the article here.
Organizations can foster inclusion in the workplace by promoting open communication, providing targeted training, and avoiding toxic positivity.
I’ve held roughly 30 jobs in my lifetime — most of them before I discovered my ADHD at age 30. I’ve been in my current role for two and a half years. While my ADHD symptoms have caused difficulties at work, my organization openly discusses how to make improvements and what resources are needed to work through them.
I am grateful that my company takes a “bring your whole self to work” approach. That attitude has encouraged me to discuss my experience as an adult living with ADHD and it has taught me the importance of creating an inclusive, supportive workplace for colleagues with neurodiverse conditions. I realize that many people with ADHD are not so fortunate.
People with ADHD are chronically unemployed or underemployed. This doesn’t affect their ability to succeed at work, but it may hinder their chances of getting past the hiring stage.
Once hired, many people with ADHD wrestle with whether to reveal their diagnosis in the workplace. Understandably, many feel that disclosing their disability could attract stigma and discrimination. But if no one discloses their ADHD, how can an organization ensure that it is being inclusive?
Senior leaders and decision-makers must foster a sense of openness by actively promoting an inclusive culture. I view inclusivity as a net; the wider it is, the greater the population caught. Some tools are created for specific reasons, such as an automatic door to assist someone using a mobility device. However, this adjustment also helps someone with arthritis or a new parent pushing a stroller. In other words, the benefits of accommodations are often wider and deeper than we first imagine.
Here are more ways to create a more inclusive workplace for individuals with ADHD.
1. Job Application Accommodations
A supportive workplace culture takes root during the hiring process. Employers must value individuals beyond their CVs and resumes, and prioritize the person ahead of the qualifications. A small change that can significantly impact the inclusivity of your hiring process is providing job applicants with materials in different formats and offering alternatives to submitting traditional CVs or resumes, such as creating video applications.
2. Targeted Training
Because ADHD affects individuals differently, employers and colleagues must understand the symptoms of inattentive, hyperactive, and combined-type ADHD — and how each one manifests. They can do this by collaborating with an ADHD expert with lived experience, seeking tailored training programs, or simply listening to colleagues with ADHD.
3. Clear Communication
To help people with ADHD stay focused and reduce overwhelm, simplify communication by summarizing key points and action items in emails. Use bullet points and highlight important information to make it quick and easy to access.
4. Visible Meeting Notes
During meetings, provide written notes or prompts. If the meeting takes place virtually, use the chat box function. This helps team members who might get flustered or need to refer to the discussion points.
5. Recording and Transcription Services
Recordings and transcripts of meetings can be invaluable for those with working memory challenges, allowing them to revisit the information as needed.
6. Flexible Working Hours
Some people with ADHD find they are more productive outside traditional work hours. Allowing flexible work times can maximize productivity and reduce mistakes.
7. A Balanced Perspective
When ADHD is called a “superpower,” I hear toxic positivity. Perceived strengths like creativity or resilience do not overshadow the real challenges that individuals with ADHD face; it’s important to acknowledge that it is a disabling condition with some inherently beneficial traits as well. A balanced perspective is essential for genuine inclusivity.
Supporting colleagues with ADHD in the workplace requires understanding and practical adjustments. Organizations can create a workplace where all employees thrive by promoting open communication, providing targeted training, and avoiding toxic positivity. The goal is to ensure everyone on the team feels valued and supported to do their best work.