ADHD in the workplace: Myth-busting harmful misconceptions

ADHD and work: How our searches are changing

In the last year, more people in the UK have been turning to their search engines to find out about workers with ADHD:

• ADHD at work symptoms searches tripled
• How to manage someone with ADHD at work searches tripled
• ADHD in the workplace strategies searches doubled
• How to get work done with ADHD searches doubled

“ADHD is a form of neurodiversity – but it’s a condition most employers don’t inform their employer of. Companies need to take ADHD education and awareness seriously if they want to help fight the stigmas around the condition. Where employees feel supported, they’re more likely to openly share any adjustments they need to thrive. If they don’t, it makes it considerably difficult for employees to achieve their goals. When employees can’t achieve their goals, neither can your organisation.” – Diana Podlewska Monterio

How does ADHD affect work?

Some employees with ADHD may find traditional working environments challenging. The noises, rigidity and deadlines that often come with an office can be difficult. This may mean that some employees with ADHD may have inconsistent performance during their work life.

Many employees with ADHD find small adjustments can help them work more effectively. Saying this, not all employees will need extra support. The best way to learn how your ADHD employees need support is to ask them. This can help you to figure out if they’d benefit from any modifications to their workday to help increase productivity and their sense of belonging.

ADHD at work symptoms

When it comes to neurodiverse employees, it’s important to remember that no two are the same. ADHD is no exception. There are three core symptoms of ADHD that may affect those diagnosed, to different degrees:

• Inattention: This can make it difficult for the person to concentrate and get started on tasks. It can also affect your working memory and ability to plan and organise. If the employee struggles sleeping – something that commonly affects those with ADHD – this can make timekeeping more difficult.
• Impulsiveness: Affecting their ability to self-regulate, this symptom may lead to carrying out actions without thinking them through thoroughly first. For some people, it can make controlling their emotions difficult.
• Hyperactivity: Some children show signs of hyperactivity. For example, they may tap or fidget. This isn’t a symptom that affects all workers with ADHD. Symptoms can show differently in females, making them less likely to show signs of hyperactivity.

Alongside the core symptoms your employee may be coping with, some people with ADHD can also have other types of neurodiversity. These conditions include dyslexia, autistic spectrum disorder and sensory difficulties.

ADHD myths debunked

Our research reveals there are still many harmful misconceptions about workers with ADHD. Here, Diana answers the questions you’ve been asking your search engine to set the record straight.

Google search: Is ADHD real or an excuse?

ADHD isn’t an ‘excuse’ for being ‘lazy’ or for ‘bad behaviour’. ADHD is a medical condition that affects five to eight per cent of children, often continuing into adulthood. It’s a condition that directly affects how your brain grows and develops.

However, with minimal workplace adjustments, many ADHD workers can thrive and achieve career success.

Google search: Can people with ADHD work?

People with ADHD can definitely work! And many can have very successful careers. But like anyone, they need the right job and the right environment to flourish. Workers with ADHD may benefit from adaptations at work – like flexibility and tweaks to the area they work in – to help manage any challenges they may face.

Google search: What are the unprofessional behaviours of ADHD?

Sometimes, people with ADHD may behave in a way that could be seen as unprofessional by a person who isn’t neurodiverse. For example, they may say or do things that are seen as offensive. It’s important to remember that, even though it may be found offensive, it’s likely their behaviour wasn’t intentional. Unintentionally offensive behaviours are more likely if the person with ADHD struggles to read social and non-verbal cues.

It may be that those with ADHD find themselves unintentionally talking over others, talking too much, being blunt or not listening to others very well. In the work place, it can be helpful to reflect on any behaviours with open feedback sessions across all employees. Developing zoned areas of the office where quiet work can be carried out can also be a beneficial adaptation.

How to help someone with ADHD

As a manager, the most important way to support someone with ADHD is to learn about it. Having a deeper understanding of how their condition affects them, and how that can make working more difficult, can make it simpler to have conversations about their needs.

The ADHD burnout cycle is faster compared to the rest of the population. Burnout affects those who’ve been stressed at work for a long time, but for those with ADHD, they can feel the effects of burnout a lot quicker.

If your company has access to employee accessibility programmes, don’t forget to point this out to your employees. Counselling, cognitive behaviour and education from a health professional may help those with ADHD manage their daily activities.

How to manage someone with ADHD

There’s no ‘one size fits all’ approach with managing ADHD employees. It’s all about recognising and embracing the unique skills that each of your employees brings, along with supporting them with any challenges their neurodiversity brings. This means talking to your employee, and educating neurotypical employees to help everyone thrive.

Eight ADHD in the workplace strategies

1. Get to know your employee

Speak to your employee to find out the ways their ADHD affects their ability to work. This way, you’ll hear directly from them what does and doesn’t work, so no one is making assumptions or creating stereotypes. Knowing your employee on an individual basis helps you understand how best to support their strengths and what they may struggle with in the workplace. Always ask their permission before introducing any new work measures.

2. Think about technology to help them

Some employees with ADHD may benefit from technology to help them work better. Again, you should discuss this with the employee to check what adjustments would help them, beforehand. For some, having a larger, dual computer monitors can make tasks more achievable. Having all information visible at once can help reduce your employee’s reliance on memory.

Research any computer applications that may help workers with ADHD. Specially designed by experts, they may reduce any challenging aspects of their role and offer practical alternatives. Ask your employee whether technology to help with reminders, scheduling, reading, writing, noise and distractions can be helpful. The ADHD Foundation makes many useful suggestions that could be of aid to workloads.

3. Find a rhythm that works

All UK employers have a duty to make reasonable adjustments for their workers, where needed. For those with ADHD, agreeing a degree of flex to their working day can make a huge difference. Some employees with ADHD may have trouble with timekeeping. Rather than having a fixed start and finish work time, talk about having a window where they can begin and end work.

Some elements of your employee’s work schedule may be more difficult for them to achieve because of their condition. Things that may not be critical like paperwork, or repetitive tasks could be particularly challenging.

Introduce your employee to specialised working techniques if they struggle with concentration and productivity. The Pomodoro technique (working in short, 25 minute burst with five minute breaks), and scheduling longer breaks after meetings can help manage workloads achievably.

4. Look at their workstation

Many offices are designed for neurotypical workers. If an employee has ADHD, their environment can be a barrier to working well. If they’re expected to work on their own, or on repetitive, high concentration tasks, they’re unlikely to thrive.

If your team uses a hot-desking system, consider the implications this may have for ADHD employees. Visual and physical prompts around workstations can be of great use if you have ADHD– from wall charts to laying out equipment and tools at the end of the workday, ready for the next.

Speak to your employee – they may benefit from their own workspace, in an area that isn’t too bustling. That way, they can make their base with those visual and physical prompts to help them achieve their goals. They might also like a ‘buddy’ working system to help keep them accountable and focus levels high.

Introducing specific quiet zones in the office can offer a supportive outlet for all employees to use if they’re feeling overwhelmed, without singling out any specific neurodivergent employees.

5. Communicate clearly and suitably

It can be helpful to break down tasks, especially if they’re part of a bigger project. Having a clear, written plan, chunking tasks into bite sized steps may be a simple modification that makes the world of difference to someone with ADHD.

Schedule regular catch-ups and supervision with their line manager so they’re able to check in, make adaptations and deliver feedback.

6. Make yourself and your organisation approachable

The key to giving a worker with ADHD the confidence to ask for help is approachability. If staff feel pressured to open up when they don’t want to, it may create a restrained atmosphere.

Make sure to regularly catch up with staff with ADHD to ascertain whether their working environment and workload remain manageable. Make the conversation two way, and remember to ask for the employee’s permission before making any adjustments.

Think about establishing groups within your company that encourage neurodiverse employees to talk to other employees with similar experiences, and collectively give them the confidence to ask for adjustments they may need.

7. Knowledge share to tackle ADHD myths

We know from our research that there’s still plenty of misinformation circulating about ADHD. Most people with ADHD don’t actually tell their employer about it. They may be worried that they’ll be seen as a distraction or less capable because of the stigmas that still surround the condition.

Educating your neurotypical employees about the condition can help your whole workforce to better understand, support and celebrate neurodiversity – both in and out the workplace. This may help any diagnosed staff to feel comfortable to talk about their ADHD and any challenges they face.

8. Signpost to support services

If you find that your employee is struggling, remember to treat them with the same patience and empathy you would any other employee. ADHD isn’t a mental health condition, but working in a workplace set up for neurotypical people may take its toll and lead to mental health issues, like anxiety or depression.

Alongside listening to your employee and agreeing on any adjustments that they may need, don’t forget to signpost them to any support services your company has access to, like neurodiversity benefits and employee assistance programmes. This may help them to manage their feelings and develop a deeper understanding of their condition and ways to cope with it. Find out more about managing neurodiverse employees (PDF, 1.0MB).