ADHD Awareness Month: How to Support ADHD in the Workplace

ADHD (Attention Deficit Hyperactivity Disorder) is a neurodevelopmental condition affecting brain structure and neurotransmission. Although ADHD is often present from childhood, an increasing number of adults are now being diagnosed for the first time, meaning that it’s important that employers are supporting any newly diagnosed or previously diagnosed employees.

How to Support ADHD in the Workplace

Creating a safe place

Each individual with ADHD is different, so it’s important that your organisation offers a safe and confidential space for your employees to discuss what support they would need.

Some employees may need only small changes – known under the Equality Act 2010 as ‘reasonable adjustments’. These adjustments often cost little or nothing to implement. An example of these could include agreeing on a 30-minute window for starting and finishing work, rather than a fixed start time, or allowing headphones with music or ambient noise to support their concentration. 

Making the most of technology

There are a number of helpful apps to support people with ADHD and other neurodivergent conditions, and although many of them are brilliant, it’s important to communicate with individual employees to work out which app would suit them best.

For example, for an employee who struggles to keep track of their workload, they could try apps such as Todoist or Wunderlist to offer helpful reminders and support their scheduling. Another example would suit an employee who may struggle with reading and writing, who could use text-to-speech / speech-to-text softwares such as Captivoice or Apple Dictation.

Providing coaching 

Your employees with ADHD may benefit from regular coaching sessions with a work coach who could help them to develop their organization and time management skills and strategies. Access to Work funding can sometimes be used to fund this.

Confidentiality

Many people with ADHD are not obliged to inform their employer or colleagues, so deciding to reveal this would’ve meant that they felt safe, so it’s crucial not to betray this trust. As an employer, you should take care to ensure that any information your employee shares with you about their ADHD remains confidential. 

Neurodivergent conditions come with many strengths invaluable in business, including an ability to hyperfocus, a creative mind, and an eye for detail. If you’re looking to hire talent in the most inclusive way or showcase your diversity initiatives via EquallyPlaced.com, we’d love to hear from you.