Supporting employees with ADHD: A counselling psychologist’s perspective
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In today’s workforce, the concept of neurodiversity is gaining recognition, but there’s still much to understand about how employers can best support employees with Attention-Deficit/Hyperactivity Disorder (ADHD). As a Counselling Psychologist working primarily with clients presenting with ADHD, many of my adult clients’ concerns surround their work-related stressors: effective time management, productivity, burnout, workload, professional relationships – and how to manage it all in the workplace.
ADHD is one of the most common neurodevelopmental disorders in Canada, presenting unique challenges and strengths for each individual. Employers can play a key role in creating environments where employees with ADHD can thrive, contributing to the overall success of the workplace. This article will explore how employers can better support their staff by accommodating the needs of individual employees and focusing on creating more inclusive and adaptive workplaces for all. Career development professionals can also benefit from this knowledge in supporting clients’ self-advocacy and implementing changes in their own workplaces.
This article is part of a CareerWise series on Neurodiversity and the Workplace. Read more:
- The human-centred workplace: Fostering belonging for neurodivergent professionals
- Resources for jobseekers with learning disorders
Understanding ADHD and its varied presentations
While ADHD is often associated with children (and sometimes viewed as something that is “grown out of”), more adults are being diagnosed later in life. This trend is particularly prevalent in women, as our understanding of how ADHD presents in women and girls has improved in recent years. Many people are familiar with the hyperactive type ADHD, most typically seen in boys (presenting as “bouncing off the walls,” struggling to sit still, etc.), However, inattentive type ADHD (more commonly found in girls and women) has typically been more likely to be missed and/or misinterpreted by parents, educators, clinicians and employers – as disinterest, laziness, boredom and/or anxiety.
“Understanding that there is immense diversity in ADHD presentations is crucial to ensuring that employee mentorship and support is individualized and effective.”
Even within the three subtypes of ADHD (hyperactive type, inattentive type and combined type), symptoms manifest differently for everyone, which means two employees with ADHD may have completely different workplace styles and experiences. These symptoms could range from difficulty maintaining focus and organizing tasks, to the hyperfocus and creativity that is required for success; ADHD symptoms can allow for employees’ success in some contexts and can be to their detriment in others. Understanding that there is immense diversity in ADHD presentations is crucial to ensuring that employee mentorship and support is individualized and effective.
Many employees with ADHD develop unique coping mechanisms to manage their symptoms, such as using organizational tools, time-management strategies and external reminders. However, these methods (and their effectiveness) may vary, and what works for one person with ADHD may not work for another. Employers need to foster flexibility and provide resources that empower employees to discover and implement the strategies that best support their productivity and well-being.
Disclosure of ADHD in the workplace: A complex decision
One of the most sensitive issues for employees with ADHD is deciding whether to disclose their diagnosis. This can be a difficult decision due to stigma, privacy concerns and the fear of being perceived as less capable. Employers can reduce this burden by fostering an open, understanding work environment where accommodations are offered based on need, not just formal disclosure.
Given the long waitlists for psychological services and the challenges many Canadians face in receiving an official diagnosis, employers should adopt a proactive approach to supporting their employees, regardless of whether they have formal documentation of a diagnosis. By creating a workplace culture where accommodations are available based on observed or communicated needs rather than requiring formal disclosure and/or supporting documentation, employers can ensure all employees have the opportunity to succeed.
Practical strategies for employers
Here are some strategies employers can use to proactively support employees with ADHD, regardless of an official diagnosis or employee disclosure:
- Promote flexible work environments: Allowing flexible work hours or remote working options can help employees with ADHD manage their time and energy levels more effectively. Flexibility can also apply to the timing, length and/or frequency of team meetings (that are so often scheduled out of habit or based on the needs of previous team members).
- Offer assistive tools and accommodations: Providing task management software, noise-cancelling headphones or creating quiet spaces for focused work can help employees manage distractions. Because of the vast variation in ADHD presentation, always ask your employees what they need to succeed in completing their work (particularly before investing in tools or costly space redesigns); implementing changes based on assumptions or the needs of previous employees may backfire!
- Health spending accounts and benefit coverage: Access to psychological services, including both counselling and comprehensive assessment, is essential but can be difficult to come by due to long waitlists and financial barriers. Health spending accounts that cover psychological services are an invaluable tool for employees with ADHD. Offering benefits that include psychological assessment as well as ongoing therapy can make a significant difference in an employee’s ability to manage their ADHD and work effectively. Employers should consider expanding these benefits as part of supporting their overall employee wellness strategy.
- Encourage open communication: Regularly check in with all employees about their workload, deadlines and mental well-being. This can create opportunities to provide accommodations based on their specific needs and strengths.
- Provide employee education: Offering workshops or resources on ADHD and neurodiversity can help reduce stigma and create a more inclusive workplace culture for all employees.
Supporting employees with ADHD requires a commitment to understanding the unique ways ADHD manifests in individuals and creating an environment that values flexibility and inclusivity. By offering accommodations based on observed and communicated needs, investing in psychological services and reducing the emphasis on formal disclosure, employers can help all employees succeed – whether they have ADHD or not. A workplace that accommodates neurodiversity not only benefits individual employees but also fosters greater innovation and productivity for the organization as a whole.
Resources: There are many many sources of information out there; I would recommend the information resources provided by the Centre for ADHD Awareness, Canada.
