“We need to admit that there is no standard brain, just as there is no standard flower, or standard cultural or racial group, and that, in fact, diversity among brains is just as wonderfully enriching as biodiversity and the diversity among cultures and races” – Thomas Armstrong (The Power of Neurodiversity)
This week I’ve been thinking about ADHD in the workplace.
Around 10-15% of the UK population is estimated to be neurodivergent.
When workplaces are designed for neurotypicals only, a significant portion of employees are unable to perform at their best at work.
Attention Deficit Hyperactivity Disorder (ADHD) is classified as a brain-based disorder characterised by a persistent pattern of inattention and/or hyperactivity and impulsivity.
Contrary to popular perception, the brains of ADHDers are actually under-stimulated. ADHD usually occurs over a person’s lifetime and is not limited to children, or to males: current diagnosis rates show around a 3:1 male-to-female ratio.
CIPD have produced a guide which aims to raise awareness and to inspire more companies to take action to create more inclusive:
https://www.cipd.org/uk/knowledge/guides/neuroinclusion-work/
Many people with ADHD are noted for strengths in the workplace such as:
• Willingness to take risks
• Spontaneous and flexible
• Good in a crisis
• Ability to ‘hyperfocus’ on things they are interested in
• Creative ideas – thinking outside the box
• Relentless energy
• Often optimistic
• Being motivated by short term deadlines – working in sprints rather than marathons
• Often an eye for detail
It’s important to note that just as every employee may not be impacted by the same ADHD symptoms, each individual with ADHD has unique skills and advantages.
Potential challenges at work
ADHDers in the workplace can find themselves feeling restless, distracted and easily bored in a role or with work tasks that are not sufficiently stimulating.
The report states that the stereotype ADHDers ‘cannot focus’ is utterly false – they can focus and generate outstanding output when sufficiently stimulated by work tasks.
What can employers do to help?
• Offer increased supervision / frequent check-ins and feedback (e.g. daily or weekly planning and progress meetings with line manager)
• Tasks broken down into clear, bite size steps
• Give instructions and meeting notes in writing rather than verbally
• Operate a buddy system for tasks to help maintain focus
• Allow regular movement / stretching breaks
• Scheduled breaks during long meetings / activities
According to the BBC some adults are waiting five years to be assessed for ADHD because of a sharp rise in referrals.
Assessments for ADHD can take longer than five years in Sussex and up to four years in Surrey, data from health bodies show.
Given the value ADHDers can bring to their work, it’s important that employers accept neurodivergent employees for who they are, and that both sides work together to find the best path. This can often be facilitated by self-awareness on the part of the employee.
In essence, the majority of adults with ADHD can thrive in professional settings. The crucial aspect is to perceive ADHD characteristics as advantages and for ADHDers to pursue careers or fields that make the most of their distinctive strengths, quirks, and passions.
