ADHD in the Workplace: A Manager’s Guide to Supporting ADHD At Work
Contents:
- What is ADHD?
- Recognising ADHD in the Workplace
- How to Support Employees with ADHD
- ADHD Workplace Rights and Reasonable Adjustments
- Preventing Discrimination in the Workplace
- Helpful Resources
- Empowering Employees and Managers With ClearTalents
Introduction to ADHD
What is ADHD?
Attention Deficit Hyperactivity Disorder (ADHD) is a neurodevelopmental condition that affects attention, impulse control, and sometimes hyperactivity which interferes with day-to-day functioning and development.
According to recent figures from the National Institute for Health and Care Excellence, it’s estimated that about 3-4% of adults have ADHD, making it somewhat likely you’ll encounter employees with this condition in your workplace.
ADHD is part of the broader spectrum of neurodiversity, which recognises that these neurological differences are natural variations in human cognition. While ADHD can present challenges, people with ADHD are noted for strengths such as the ability to ‘hyperfocus’ on topics of interest, creativity, willingness to take risks, optimism, attention to detail, spontaneity, flexibility, adaptability, and measured in a crisis or high-risk situation.
It’s important to understand that ADHD has different presentations. While the term ADHD includes ‘hyperactivity’, not everyone with ADHD experiences hyperactive symptoms.
In fact, a condition once known as ADD (Attention Deficit Disorder) is now recognised as a sub-type of ADHD, specifically ADHD-Predominantly Inattentive Type, or colloquially Inattentive ADHD. Individuals with this subtype mainly struggle with attention and focus, rather than hyperactivity.
Everyone with ADHD is different and the condition affects people in unique ways. People with ADHD possess the same range of skills, interests, and intelligence as those with no such diagnosis.
Identifying ADHD and neurodiversity in your team can be challenging. ClearTalents offers a free demo of our enterprise-grade diversity, equity, and inclusion (DEI) software. This software includes easy-to-use tools to help HR and line managers recognise and support various cognitions. Explore how our DEI platform can help you create a more inclusive workplace.
Recognising ADHD in the Workplace
As a line manager, you may find yourself in a situation where an employee discloses an ADHD diagnosis, or you might suspect that an employee is struggling due to undiagnosed ADHD.
Whatever the situation, it’s crucial to approach them with sensitivity, empathy and understanding.
The list below includes some of the overt presentations of ADHD in adults:
- Difficulty staying focused during meetings or on lengthy tasks
- Often fidgety or feeling restless
- Frequently missing deadlines or forgetting important details
- Struggles with organisation and time management
- Talking excessively or intruding in others’ conversations
- Impulsivity in decision-making or communication
- High energy and hyperactivity in specific situations
- Exceptional creativity and problem-solving skills in certain areas
ADHD has three core symptoms which affect people at different levels:
- Inattention: Difficulties with organisation, planning, getting started on tasks, concentration, short-term and working memory, and the tendency to get easily distracted.
- Impulsiveness: Acting and speaking without prior prompting or thinking of the consequences, as well as difficulties controlling and processing emotions.
- Hyperactivity: Some individuals with ADHD experience symptoms such as restlessness, fidgeting, or the need to be constantly active. However, not all individuals with ADHD experience these hyperactive symptoms, and those classed with Inattentive ADHD may not appear hyperactive, but still struggle with attention and focus.
It’s worth noting that employees with Inattentive ADHD may not display obvious signs of hyperactivity or impulsivity. Instead, they might struggle more with tasks requiring sustained attention, organisation, and following through on instructions.
ADHD can be diagnosed as a standalone neurological condition, but can often present itself alongside other conditions such as autism, dyslexia, dyspraxia and other sensory or coordination difficulties. As an employer though, it is not your responsibility to officially diagnose an employee with ADHD or speculate, but rather, provide ample support and encouragement for them so they can bring their best selves to work.
How to Support Employees with ADHD
When an Employee Discloses Their ADHD
If an employee tells you they have ADHD:
- Remember that ADHD is a fairly common condition and is manageable with the right support.
- Reassure them of your support and recognise their bravery in coming forward.
- Enquire about their personal challenges and what adjustments or accommodations have helped them previously.
- Empathise and offer to work with them to implement necessary workplace adjustments both at home and in the office, if necessary.
Addressing Suspected ADHD
If you suspect an employee might have undiagnosed ADHD:
- As opposed to diagnosing someone with ADHD, identify their observed performance issues and workplace situations.
- Encourage a private, safe, and impartial conversation about the challenges you’ve noticed.
- Empower them to disclose whether they’ve experienced similar challenges before and if they’ve found any remedies helpful.
- Offer support in exploring potential workplace accommodations, irrespective of any ADHD diagnosis.
What Am I Allowed to Ask Regarding Employee ADHD?
While it’s not recommended to ask if an employee has ADHD directly, you can – with their help – identify any task-related challenges they are experiencing, offer information about available resources the company can provide, and agree on ADHD workplace adjustments and support to help them perform at their best.
Workplace adjustments are integral to building a diverse workforce. The first step to that is to ensure that your organisation’s recruitment strategy is inclusive from the beginning. ClearTalents’ DEI recruitment tools can help you attract and impartially assess your neurodiverse talent, ensuring you don’t miss valuable skills, perspectives, and attitudes.
ADHD Workplace Rights and Reasonable Adjustments
Rights of an Employee With ADHD
ADHD is classed as a disability under the Equality Act 2010. This means:
- Employees have the right to request reasonable adjustments and accommodations.
- They are protected from discrimination based on their diagnosed condition.
- They have the right to privacy regarding their condition if they choose.
Reasonable Adjustments for Employees With ADHD
Here are some suggestions for reasonable workplace adjustments for ADHD:
- Provide noise-cancelling headphones to minimise distractions.
- Offer larger computer screens so everything is more visible and so the burden on memory is reduced.
- Provide visual prompts such as post-it notes, wall charts and checklists.
- Offer a quieter workspace or the option to work remotely when possible.
- Provide written instructions to supplement verbal ones.
- Break tasks down into smaller, bite-sized subtasks.
- Allow short, frequent breaks to help maintain focus.
- Use timers or alarms to help with time management.
- Operate a buddy system to encourage concentration and improve focus.
- Deploy helpful apps and software such as note-taking, transcription, to-do list, and ambient noise apps, among others.
Here are some suggestions for adjustments for employees with Inattentive ADHD:
- Provide written instructions and checklists for multi-step tasks.
- Offer regular check-ins to help with tasks and priorities.
- Create a distraction-free work environment.
Managing reasonable adjustments across your organisation can be difficult, particularly if you have a large workforce. Learn how ClearTalents’ DEI software dashboards can streamline the process, ensuring compliance and inclusivity across the board.
Preventing Discrimination in the Workplace
Many people with ADHD will not want to disclose their condition to their employer due to being seen as less capable or potentially troublesome given the stigma surrounding ADHD. They may fear that their diagnosed or undiagnosed ADHD could affect their job role or long-term career development, which is why steps to avoid discrimination against employees must be taken with the utmost care.
- Never make assumptions about an employee’s abilities based on their diagnosed condition.
- Take great care to ensure any shared information by your employee(s) about their ADHD remains secure and confidential.
- Ensure that you do not disclose or discuss their neurological condition with any other team members, or in communications that could be passed on.
- Ensure equal opportunities for training and continued professional development.
- Use inclusive language that doesn’t reference impairments and avoid using potentially offensive terms like “lazy” or “careless” to describe work challenges.
- Continually educate your team about neurodiversity to foster an inclusive environment.
- Judge performance on results, not on methods that might be challenging for individuals with ADHD.
Helpful Resources
For more information and support, consider these organisations:
What is the business impact of implementing comprehensive DEI recommendations? Try our free ROI calculator to see how investing in proactive support and inclusion for neurodiversity can unlock tremendous business benefits.
Empowering Employees and Managers With ClearTalents
Managing ADHD and neurodiversity in the workplace can be complex for managers, but ClearTalents’ DEI software platform can drastically simplify the process for organisations. Our highly rated and reputable software helps you identify potential challenges without assigning labels and suggests appropriate accommodations based on specific needs.
Doing this consistently will ensure you are providing accessible support across your organisation, tracking, and managing adjustments efficiently, and reducing your risk of non-compliance with the Equality Act 2010.
Using ClearTalents DEI software, you can cultivate an inclusive working environment where all employees – including those with ADHD – can unlock their full potential, contribute effectively, and showcase their unique strengths. Supporting neurodiversity is not about ticking compliance boxes – it’s about discovering the true talent that your entire workforce has and the positives they can bring to your organisation.
Published on: 30/08/2024
Author: Robin Christopherson, Content Manager
Schedule a Demo
For more information or to book a free demo of our DEI platform, contact us below:
