Attention Deficit Hyperactivity Disorder (ADHD) is a neurodevelopmental condition that affects both children and adults. ADHD is common, affecting one in twenty Australians. 

In the workplace, employees with ADHD may face challenges related to focus, organisation, time management, and impulsivity. As a manager, it’s important to understand and accommodate the unique needs of employees with ADHD to help them thrive in the workplace and avoid any risks to health and safety.

It has been said that ADHD is a disease of “can’t”, not “won’t”. Individuals with ADHD are typically trying very hard to be productive workers but can find their best efforts thwarted when their brain processes are hijacked. It is extremely challenging for employees and employers alike when efforts are inconsistent.

Employees with ADHD may struggle with understanding and following instructions. Therefore, it’s crucial to provide clear, concise, and written instructions for tasks and assignments. Use bullet points, checklists, or visual aids to help employees with ADHD stay organised and focused. Make sure to also communicate expectations and deadlines verbally and encourage employees to ask questions or seek clarification.

Employers should also consider offering flexibility in work arrangements for employees with ADHD. For example, allowing flexible work hours, hybrid work options, or a designated quiet space for focused work can help accommodate the needs of employees with ADHD. Flexibility can reduce distractions and create an environment where employees can better manage their symptoms and be more productive.
 

Creating an inclusive workplace

Chief Executive of ADHD Australia Melissa Webster said the first step was to provide a safe environment where employees feel that they can disclose their ADHD diagnosis with their manager and what it means to them.

“For an employee to feel safe to disclose their diagnosis, they need to know that their employment won’t be compromised, and whilst this is illegal, we hear it still happens, unfortunately,” Ms Webster said.

“If you have an employee with ADHD, have a chat with them about their positive traits as well as their challenges. Knowing how to capitalise on their strengths is equally as important as supporting them through their challenges.

“Ask them how they would be best supported within the workplace – it could be where they sit, how information is shared with them, setting time for them to hyperfocus, or reducing distractions around them etc.

“Keep in mind ADHD is a spectrum, and there are three types: inattentive, hyperactive, and a combination of both. So even those with the same diagnoses can present in different ways and have different challenges.”

Ms Webster said that employers must also consider that there’s no “one-size-fits-all” solution. The first step would be to understand each employee with ADHD in order to determine how they each need support.

“But dysregulation of focus is a key challenge for those with ADHD, so you might want to start by thinking about their work environment – is it a distracting space in terms of noise, activity or visual cues? If so, do they have access to spaces that are less distracting,” Ms Webster explained.

When it comes to overcoming challenges in the workplace, ADHD presents many amazing qualities and some more challenging ones, according to Ms Webster.

On the positive side, those with ADHD can be creative, fast-moving, they can hyperfocus on areas that interest them, be empathetic, have high emotional intelligence, have lots of energy, and be natural problem solvers.

“Due to this, you can find a lot of people in creative, sales, and entrepreneurial roles. On the flip side, some of the challenges presented may include bad timekeeping, forgetfulness, easily distracted, talk a lot, trouble sitting still, leaving things to the very last minute to complete, interrupting people before they finish speaking and so on,” she said.

“The key to supporting those with ADHD is allowing them to capitalise on their positive attributes and understanding their negative qualities and working out ways to help support them. Half the challenge with ADHD is actually understanding what it means to have it – that’s why ADHD Australia is focused on driving awareness and destigmatising it.”

It will be crucial to foster an inclusive and supportive work culture that values diversity and neurodiversity. Businesses can foster a culture where employees feel comfortable disclosing their ADHD status and seeking support when needed. Train your team to be understanding and supportive of employees with ADHD and encourage collaboration and teamwork among all employees.

“Be open to TRULY understanding what it means to have ADHD – read up about it, go online (adhdaustralia.org.au), or check out social media. And if you have someone who has ADHD in your team, ask them all about it,” Ms Webster said.

“What’s it like to have it? What do you struggle with? What things work for you? The more you are open to understanding it and to having honest and open conversations, the better an employer you will be.”