The increase in ADHD awareness provides hope for those diagnosed, many of whom have spent their lives deeply affected by this condition. Yet, this rise in understanding also signals a pressing need for employers to adapt and grasp what ADHD truly means in the workplace.
Why Employers Should Care About ADHD
Employers must be aware of ADHD for more than just legal reasons. Here’s why it makes sense:
- Supporting All Staff: While some employees may disclose their ADHD, many will not. This reality suggests a need for universal support structures that benefit everyone, not just those who speak up.
- Financial Impact: Studies show that unmanaged ADHD can lead to increased costs in the workplace, such as higher turnover, absenteeism, and healthcare expenses. Ignoring this issue is a false economy.
- Legal Considerations: ADHD awareness leads to an understanding of employment rights that protect those with the condition. Are you prepared to address these issues, or will you choose to fly blind?
- Inclusive Support Mechanisms: Employers should provide support channels that don’t require employees to state they seek ADHD accommodations. Such approaches can benefit all staff, fostering an inclusive environment.
Understanding ADHD in the Workplace
ADHD can significantly impact job performance and the daily work experience.
Employees with ADHD often:
- Struggle to focus and stay on task
- Have difficulties with time management and meeting deadlines
- Find organising workloads and prioritising tasks challenging
- Experience trouble following instructions or remembering details
- Have difficulty maintaining attention during meetings
- Struggle with administrative tasks and paperwork
The workplace can compound these challenges, making life with ADHD even harder. To grasp what this feels like, imagine being in a mental fog, like being extremely hungover but without the headaches or nausea.
People with ADHD do not intend to perform poorly; their brains simply work differently. They are just as capable as anyone else, but rigid systems and expectations may force them into a position where they are destined to struggle.
Food for Thought
Not everyone is "a little bit ADHD sometimes." Consider what it takes for an adult to pursue a diagnosis: typically, they’ve reached a point where they feel life is slipping by, ridden with self-doubt and a sense of failure. Access to an ADHD evaluation in 2024 has become a complex, often costly process in Ireland. When I was diagnosed in the 2010s, it was rare for adults in Ireland to get this diagnosis. Despite this I needed to take the private route or wait over a year, but it was generally reasonably accessible to get an appointment with a psychiatrist and clinical psychologist, and it was the "normal" consultant rates you might expect. Today, adults are paying thousands out of desperation to be evaluated for ADHD, and if diagnosed, treated by a burgeoning private industry filling the gap. This seems cruel, why should ADHD come at such a premium.
Even post-diagnosis, the costs continue. At this point, I live well with ADHD. But, with medication and other costs, I'm still spending well in excess of €1,500 per year managing it. It's not cheap to live with ADHD, while I've adopted ways of managing, without the expensive medication I take, things just don't come together and I am back lost.
Some of my clients have reported spending more than €4,000 in a single year, expenses often not covered by private health policies or eligible for tax credits. Access to ADHD healthcare in Ireland—and globally—is incredibly challenging, frequently inaccessible, unless you think eight years waitlist is accessible, without disposable income.
Why This Matters for Employers
Ignoring ADHD in the workplace comes with risks:
- Higher absenteeism and turnover rates
- Increased workplace accidents
- Lower productivity
- Potential conflicts among team members
- Higher healthcare costs
Research indicates that those with ADHD are at a higher risk of losing jobs or facing unemployment. Employers must consider their legal responsibilities, as ADHD is recognised as a protected disability under the Employment Equality Acts in Ireland and similar legislation across Europe.
Potential ADHD Strengths and the Workplace and Considerations
Despite the challenges, some employees with ADHD can bring valuable strengths to the workplace. However, it’s crucial to approach this with caution, hence the word potential in the title: not everyone with ADHD will exhibit these traits, as the condition presents uniquely in each individual. That said, when employees with ADHD are allowed to be themselves and find ways to fit within the workplace, certain patterns often emerge. Some individuals may describe themselves or be observed as:
- Creative and innovative thinking
- Ability to engage in deep focus and gain insight on new, interesting tasks and areas
- High energy and enthusiasm
- Strong sense of justice and integrity
- Acute BS detectors, often resulting from a lifetime of being told they're "doing it wrong"
- Despite you may thinking the opposite, people with ADHD work extremely hard and are often more resilient than most, even if their output doesn't seem that way to you, it can.
Looking at that list, you might think it matches your exact requirements for the Innovation and Product roles you hire, spotting an opportunity here? If not, you should.
However, the rigid processes that some workplaces enforce can derail or demotivate individuals with ADHD, wasting everyone time and money and causing frustration. This might include excessive mandatory meetings, constant updates in systems like JIRA, or overly structured project management. Recognising these potential pitfalls can help employers build environments that harness ADHD strengths. Just as the people with the skill and interest have developed these systems, they are very unlikely the same people who can bring such value and working in this innovative and creative way. So why should it be expected that everyone must rigidly work like them, it doesn't make sense, ADHD or not.
Creating an ADHD-Friendly Workplace
This is a challenge for several reasons. First and foremost, being an adult with ADHD often means carrying a heavy burden of shame and stigma. Many individuals have spent years feeling "broken" or "different" before even seeking a diagnosis. Personally, it took a long time to detach from this mindset after being diagnosed at 32. As such, many adults with ADHD are hesitant to disclose their condition. They’re often advised not to, fearing judgement or misunderstanding from colleagues and employers.
Here’s what employers can do:
- Educate management and staff about ADHD to build understanding and reduce stigma. It can be highly beneficial to have a knowledgeable speaker address the entire company, explaining ADHD in a straightforward, clear manner. This person should be able to articulate the challenges in a neutral and respectful way that aligns with your workplace culture. This is a talk/service that I offer, which you can read about on the Business Training page.
- Listen: If an employee discloses ADHD, genuinely listen to their needs. They often won’t ask for much but might seek minor flexibility, like skipping certain meetings or not being held to rigid reporting structures.
- Provide Universal Accommodations: Consider noise-canceling headphones, flexible schedules, a modest budget to access to mental health supports without questioning what it's about (for counselling, therapy, or even Coaching) and remote work as standard options. This approach eliminates the need for employees to disclose ADHD to access accommodations.
- Allow Flexibility: If employees struggle with traditional project management methods, be open to adapting. Productivity can be maximised by meeting employees halfway.
- Clear Communication: Work with ADHD employees to identify their preferred communication styles, such as bullet lists or regular check-ins.
ADHD is not a moral failing, it is a legitimate and well understood neurodevelopmental condition. The only moral failing here is if the employer decided they don't care or won't adapt, that truly is a choice to make, and one that can deeply impact your employees confidence and mental health.
The Bottom Line: A Win-Win Situation
Supporting employees with ADHD isn’t just about fulfilling legal obligations. It’s about creating a work environment where all employees can thrive. Benefits include:
- Increased productivity and innovation
- Higher employee retention
- A more diverse and inclusive workplace
- Reduced risk of discrimination claims
Every individual with ADHD is unique. Success comes from open communication, flexibility, and a willingness to adapt to each employee's specific needs. By understanding ADHD and implementing supportive strategies, employers can foster a work environment where everyone has the opportunity to contribute their best.
