How to Create An ADHD Friendly Workplace

Happy National ADHD Awareness Month! ADHD is one of the most common mental health conditions affecting adults, though it’s often misunderstood. This month challenges us to develop a new understanding of ADHD and neurodivergence. Studies have placed adult ADHD prevalence rates in the U.S. between 2.5 percent and 4.4 percent. With an impact on as many as 10.5 million adults, it’s incredibly important for employers to have a basic understanding of those with ADHD and put in the effort to create a conducive work environment for neurodivergent folks. 

Attention deficit hyperactivity disorder (ADHD) is a neurological disorder that impacts the parts of the brain that help with planning, focusing, and task execution. As a developmental impairment of the brain’s self-management system, ADHD can also cause inattentiveness and hyperactivity. This doesn’t mean that adults with ADHD are dysfunctional, in fact, many are quite brilliant and can be high performers in the right work environment. Companies that learn to understand the needs of an ADHD employee will benefit from the high levels of creativity, inventiveness, and innovativeness that research suggests they have.   

How Workplaces Can Benefit from Neurodivergence 

We’ve mentioned the ADHD superpowers of creativity, inventiveness, and innovativeness, but research also shows that people with ADHD tend to be: 

• Detail-oriented

• Intuitive 

• Hyper-focused

• Good in a crisis

• Pattern finders and problem-solvers

• Resourceful 

The ADHD brain is structurally different from the neurotypical brain, which is part of the reason it’s able to tackle problems that stump others and find solutions that no one else sees. If companies want diversity of thought and care about the profits that can come from differing perspectives, their search for top talent should include folks with ADHD.  

The Journey Starts With Hiring 

Creating an ADHD friendly workplace should include a refinement of the hiring process to allow those with ADHD to shine. You may not know if a potential candidate has adult ADHD, but these tips can help your recruiting process regardless: 

• Cut the jargon and be clear and concise about what the job IS and ISN'T. A concise job description will be easier for ANYONE to truly understand what they’re applying for and how to communicate their skillset. 

• Condense the interview process and the amount of interviews overall. Streamlining interviews cuts down on miscommunication, hypersensitivity and gives everyone the chance to be more clear on next steps.  

• Offer remote or hybrid options as much as possible.   

How to Support ADHD Employees

The pandemic was the beta test for nationwide remote work opportunities. Now more than ever, both neurotypical and neurodiverse people alike want increased levels of flexibility in their work schedules. Though not all thrive in remote work environments, neurodivergent people often DO! Having flexibility to work with the ebbs and flows of attention and inspiration can make all the difference when it comes to job performance!    

Here are some tips for creating an ADHD friendly workplace:     

• Diversify your training and onboarding processes. Word docs and PDFs don't vibe with everyone. Some need a show and tell, some need to walk through the work on their own. There's no one-size-fits-all for onboarding and training. 

• Reconsider work attire policies. Is there a dress code? Flex work attire allows folks to avoid overstimulation or overwhelm from having to wear certain types of clothes all day. ADHD can sometimes go hand in hand with sensation hypersensitivity or repulsion of certain material (ex. Itchy cotton, stiff fabrics often used in formal business attire, etc.) 

• Allow for "off" time during the work day: walks, lunch breaks, hybrid/walking meetings, phone calls vs. zoom meetings, emails over face to face, etc.  

• Employees with ADHD often have challenges with time management, or have trouble with task prioritization. ALWAYS give a deadline on work and offer prioritization on items when possible so your neurodivergent employees are always clear on what is most critical to complete. 

• Provide instructions and training materials in writing for ease of future reference. 

• Consider allowing for altered work hours to better accommodate peak periods of focus and attention. 

• Be clear about performance expectations and frequently check in to reinforce understanding and growth.

• Consider providing access to coaching support to give employees with ADHD a way to seek support if they want it.      

The most important thing to remember when it comes to working with folks with ADHD is that the work gets done on time and gets done well—the HOW, WHEN, and WHERE matters less than ever. Neurodivergent people tend to thrive when they're able to work within the flow of their own brain. Some work best at night, some work best first thing in the morning, and some work best in their pajamas.  

Employers who want to prioritize the mental health and well-being of their employees shouldn’t overlook ADHD as another area where employees are looking for empathy and support. Failing to consider reasonable accommodations for employees with ADHD can create serious liability risks. Know that ADHD can be a disability covered by the Americans with Disabilities Act or similar state law, and it also might be a serious health condition triggering Family and Medical Leave Act rights. Creating an ADHD friendly work environment and offering support can help you avoid violating the law and will put your employees with ADHD in a position to do their best work. Win-win!