Adults with attention-deficit/hyperactivity disorder (ADHD) are valued contributors in the workforce, who bring sought-after skills to their employers: creativity, energy, and innovative thinking.
In fact, over 360 million adults worldwide and 11% of kids in the U.S. are diagnosed ADHD. These figures underscore not only the prevalence of ADHD among working-age individuals, but also the opportunity to better support them.
A Small Investment with Big Returns
Companies that support employees with ADHD can gain a competitive advantage by creating an environment where cognitive diversity thrives. The good news is that many workplace adjustments that help ADHD employees are low cost and easy to implement. This allows organizations to optimize talent without major investments. In fact, the right workplace accommodations for ADHD and employee benefits not only support ADHD employees—they benefit everyone in the workplace.
Employers Guide to ADHD
What is ADHD? ADHD is a neurodevelopmental condition characterized by patterns of inattention, hyperactivity, and/or impulsivity due to differences in brain function. ADHD can impact executive function, which refers to the mental skills that help with organizing, prioritizing, and completing tasks. The condition can make it more difficult to access and use these skills effectively.
However, many employees with ADHD may offer unique strengths in the workplace, including:
- High energy & enthusiasm – Many ADHD individuals bring passion and excitement, which can boost team morale and motivation.
- Creativity & innovation – They often think outside the box and generate fresh ideas, making them great problem-solvers.
- Quick thinking & adaptability – They can process multiple ideas quickly, helping them adapt to dynamic situations.
- Navigating ambiguity – Some may be more comfortable with uncertainty and skilled at taking initiative.
Overlooked, and Misunderstood
While many employees with ADHD thrive in semi-structured, dynamic, and entrepreneurial environments, they also may face unique challenges in traditional workplace settings. Many employers may wonder:
- What challenges at work or in the office do adults with ADHD face?
- What types of work environments are ideal for individuals with ADHD?
- How can ADHD impact a person at work?
Here’s a closer look at some specific examples:
During Interviews
- Nonlinear thinking – Their rapid idea generation can make responses seem scattered or off-topic.
- Managing enthusiasm – Speaking quickly or showing intense excitement might be misinterpreted as impatience.
- Handling distractions – Noisy environments or sensory overload can make it harder to stay engaged.
Post Onboarding
- Workplace distractions – Open offices and frequent interruptions can make it difficult for employees with ADHD to stay focused and retain new information.
- Time management – Unclear expectations about tasks or deadlines can lead to procrastination and challenges with planning/prioritization.
- Social interactions – ADHD employees may interrupt conversations unintentionally, which can lead to misunderstandings.
Of course, the potential challenges people with ADHD might face at work are not characteristic of all individuals with ADHD; however, many do report experiencing them.
The good news? Overcoming challenges for employees with ADHD in the workplace is possible. Adopting reasonable workplace accommodations at the employer-level, or even simple adjustments made by a manager, can provide a tremendous support for employee productivity and well-being.
Employee Benefits: Helping Employees with ADHD Succeed
As employee well-being increasingly becomes a priority for companies of all sizes, many are implementing neuro-affirming benefits. They’re adopting and modifying best practices to better support ADHD employees and also benefit the entire workforce.
Examples include:
- Access to behavioral health professionals – Coverage for consulting sessions with highly-credentialed behavior specialists can help employees with ADHD develop and improve their productivity.
- Wellness programs – Mindfulness and stress management workshops can help employees managing ADHD better regulate their emotions and more effectively manage distractions.
- Professional development opportunities – Equipping employees with support for time management, organization, and other executive functioning skills can empower them to gain more control over their work tasks.
- Telehealth services – Convenient access to medical and mental health professionals helps ensure that employees manage challenges without taking significant time away from work.
Prioritizing neurodiversity and well-being in the workplace is not just a trend. It’s the future of work.
How Managers Can Help with Workplace Accommodations
Supporting ADHD employees with reasonable accommodations can improve engagement, productivity, and job satisfaction. According to a 2020 study by the Job Accommodation Network (JAN) for the U.S. Department of Labor, more than half of accommodations cost nothing, and the rest typically cost under $500.
Examples include:
- Flexible scheduling – Allowing employees to adjust their work hours enables them to work during times when they feel most focused and productive.
- Task prioritization tools – Providing tools like project management software, digital to-do lists, and calendar reminders can enhance organization and time management abilities.
- Quiet workspaces – Offering noise-canceling headphones or earbuds, breaks, or access to a private office, quiet cubicle, or the ability to work in unused space can help minimize distractions and task disruption.
- Extended deadlines – When it comes to ADHD and workplace stress, offering additional time to complete assignments can reduce the pressure and improve overall work output and quality.
There are also many informal supports that a manager can provide. Examples of these include regular check-ins, visual prompts, post-it notes, wall charts, and concise, well-defined instructions – these strategies for effective communication can help thwart misunderstandings and ensure employees complete tasks and are aligned on goals.
Additionally, it should be noted that not all employees with ADHD are diagnosed and even those who are may choose not to disclose it. That is why universal design is valuable – it creates environments that can be accessed, understood, and used to the greatest extent possible by all people, regardless of their age, size, ability or disability. This supports everyone, regardless of whether ADHD is diagnosed, undiagnosed, disclosed, or undisclosed.
Why Supporting Neurodiverse Talent Matters
Creating an ADHD-friendly workplace requires more than accommodations and employee benefits; it requires a cultural shift and actionable strategies for success.
Organizations committed to supporting employees with ADHD should consider:
- Reducing stigma around ADHD, a form of neurodivergence
- Encouraging open conversations about different learning and working preferences
- Providing ADHD awareness training for managers and teams
- Embracing and modeling this cultural shift through all levels of the company, especially among senior leadership
When employees feel supported and valued, they stay organized and are more engaged, productive, and committed to their work. Research shows that companies that embrace neurodiversity can benefit from higher innovation, stronger collaboration, and increased retention for all employees.
One last thing. Prioritizing neurodiversity and well-being in the workplace is not just a trend. It’s the future of work.
