ADHD in the Workplace

People with Attention Deficit Hyperactivity Disorder (ADHD) can bring creativity, energy and innovation to the workplace. But they also face challenges that can be difficult to overcome if they don't feel supported or understood.

This means that people with ADHD may struggle to do their best work, or even leave their jobs entirely. As a result, organizations can miss out on the wealth of talent and expertise they have to offer. So, it's essential that workplaces do what they can to improve awareness of ADHD and provide the right support that allows all workers – not just some – to be successful at work.

In this article, we'll look at what ADHD is, we'll explore some common workplace challenges that people who have it may face, and highlight what organizations can do to support them.

What Is ADHD?

ADHD is a type of neurodivergence. People who are neurodivergent often think, act and interact with the world differently from someone who is neurotypical – that is, someone who thinks and behaves in ways that are considered by society to be "standard" or "typical."

It's estimated that between 15 and 20 percent of people are neurodivergent [2] and around five percent have ADHD. [1]

What Are the Signs of ADHD?

One popular misconception is that ADHD is a behavioral disorder. In fact, ADHD is an impairment of the brain's self-management system. This means it's often characterized by things like:

• Inattention.
• Lack of focus.
• Poor impulse control.
• Heightened emotions.
• Hyperfocus.
• Hyperactivity.
• Poor time management.

What Are the Three Main Types of ADHD?

The signs of ADHD can vary from person to person. But, in general, the condition can be split into three main types: [3]

1. Primarily Inattentive ADHD: people with inattentive ADHD often find it difficult to sustain focus or follow detailed instructions, and struggle to organize tasks or activities. They may also have poor memory and get easily distracted.
2. Hyperactive and Impulsive ADHD: this is characterized by the need for constant movement. People who have this type of ADHD may fidget constantly, interrupt others or blurt out things, and struggle with impulse control.
3. Combined Type ADHD: a combination of both inattentive and hyperactive-impulse ADHD.

The Challenges of ADHD in the Workplace

Everyone with ADHD is different. Some individuals are highly successful in the workplace, while others can struggle with certain aspects of work.

People with ADHD are often interest-driven and have a strong need for stimulation. They may get bored easily, especially if their work is repetitive or detail-oriented. Administrative tasks or long-term projects that require lots of planning may be particularly difficult because they require a high level of organization. They might also have difficulty remembering tasks or deadlines. [4]

Conversely, people with ADHD may get hyperfocused on tasks. While this can help them to get work done, it can also mean that they forget to take breaks or even eat, which can cause them to burn out faster.

Impulsiveness can also be a trait of people with ADHD. They may make decisions too quickly, interrupt others or blurt out things without considering the consequences.

Time management is often an issue. They may procrastinate or find it hard to stay organized.

Benefits of ADHD in the Workplace

While some people with ADHD find aspects of the workplace challenging, they can also offer specific strengths and skills. Research shows that they can be highly creative and effective at generating new ideas. [6] They can, for example, think "outside of the box" and offer different perspectives on problem solving and creativity.

They can also be spontaneous, adaptable, and thrive in high-pressure situations, such as jobs that involve dealing with crises. They often bring high levels of energy, enthusiasm and optimism to a team, and are willing to take risks, which can boost team morale and innovation. Finally, they can also be very hyperfocused, allowing them to work intensely for stretches of time.

6 Ways to Support People With ADHD in the Workplace

If you have ADHD or know someone at work who does, there are several things you can do to create a supportive workplace environment. Most of these things are cheap and easy to implement. And they can often benefit other team members, too, because making something more accessible for one group often means it's easier for everyone!

1. Set Specific Goals and Deadlines

People with ADHD often have a different sense of time from their neurotypical colleagues. There's "now" and the "not now." This can make time management a challenge. If a deadline is too far off, it's a lot more likely to be forgotten.

So, when setting a deadline, be specific! For example, instead of saying that a task needs to be done "by the end of next week," set a specific date and time. Consider breaking larger tasks into smaller subtasks with their own deadlines.

Consider using time-management aids, too. Some people with ADHD find timers and scheduling or note-taking apps helpful.

2. Get Organized

A little preparation can help people to prioritize their work and stay on track. If you have ADHD, take some time to organize your desk space by neatly and clearly labeling the items that you need. Keep folders and filing systems clear and visible – consider color coding them. And ask people to provide clear written instructions for tasks and processes, including routine ones.

Try using checklists, charts, or other visual organizational tools. Resources like bulletin boards, day planners and computer reminders can outsource some of the need to remember everything on your to-do list. Taking notes or audio recordings at meetings can help with memory, too.

For collaborative tasks, consider working with a colleague who has strong organizational skills, where both people’s strengths and challenges balance each other out. Or use a buddy system so employees can pair up and keep each other accountable.

3. Make Reasonable Adjustments

The best thing a manager can do for a team member with ADHD is to be aware of the specific challenges they are facing and make reasonable adjustments that can help to overcome them.

Small, easy changes might include allowing flexible start times, or delegating tasks to team members that are based on their strengths and mindful of their weaknesses. [7]

Set up people's workspaces in ways that help them to focus as well. This might include providing large computer screens for better visibility, having clocks that are easily visible, allowing timer alarms and headphones to be used, or providing dedicated workspaces. Ask employees with ADHD what adjustments would help them to do their best work.

4. Take Regular Breaks

Some people with ADHD can find it hard to stay focused for long periods of time. So, build breaks into long meetings or all-day company events. This is good practice anyway because it can benefit everyone's energy and focus!

Some employees with ADHD like to build activities into their day, such as taking a walk or run during lunch time. Encourage these activities where appropriate.

Try breaking up your time into smaller chunks, too. For example, you could work in short, focused spans of time – say 25 minutes, with 5-minute breaks built in between each span. Managing time in this way can help people to stay focused for longer and minimize distractions or burnout.

5. Be Flexible

Each person with ADHD is different. So, be flexible by adapting the job or workplace to enable them to do their best work.

Some people benefit from flexible working arrangements, like flexitime or hybrid working. For example, this could mean having a half-hour start and finish window for the workday, instead of setting “hard-and-fast" start and finish times.

Also, put the emphasis on results, not time. In results-only work environments (ROWE), people are measured by their performance, results and outcomes – not the hours that they're in the office. When people have autonomy over their projects and the freedom to work in a way that best suits them, they often find it easier to achieve their goals, produce great work, and feel more satisfied.

6. Improve Awareness of ADHD

Empathy and understanding underpin team trust and togetherness. So, if you work with someone who has ADHD or another neurodivergence, educate yourself and your team! Consider running internal campaigns on neurodiversity or ADHD, or set up a formal training program. These sessions can also help people with ADHD to understand themselves better and help their neurotypical colleagues to learn more about the specific challenges they can face at work.

Keep in mind that not everyone whose brain works differently from the norm knows this about themselves, so learning about different ways of thinking might lead to helpful insights for employees who are not currently diagnosed!

If you have ADHD, consider sharing your story with your team or your company, if you feel comfortable doing so. You may even want to consider setting up an internal neurodiversity panel or channel, where people can go to share their experiences, as well as hints and tips that they've found have helped them at work.

Frequently Asked Questions

What are the common signs of ADHD?

Some common signs that someone has ADHD include inability to focus, impulsive behavior and hyperactivity.

What are the three types of ADHD?

The way ADHD presents in people can vary significantly. But, in general, the condition can be split into three main types:

1. Primarily Inattentive ADHD: people in this category often find it difficult to sustain focus or follow detailed instructions, and may struggle to organize their time and work effectively as a result.
2. Hyperactive and Impulsive ADHD: this type is characterized by the need for constant movement. People that have Hyperactive-Impulsive ADHD may feel the need to fidget constantly, interrupt others and struggle to control their impulses.
3. Combined Type ADHD: a combination of both Inattentive and Hyperactive-Impulsive ADHD.

Where can I go to find out more about ADHD?

If you want to discover more about ADHD and how to diagnose it, the U.K. NHS offers lots of information about the subject. In the U.S., the non-profit organization Children and Adults with Attention-Deficit/Hyperactivity Disorder (CHADD) provides information about how to seek a diagnosis here.