Attention Deficit Hyperactivity Disorder (ADHD)

Attention deficit hyperactivity disorder (ADHD) is a condition that affects people’s behaviour. People with ADHD  can seem restless, may have trouble concentrating and may act on impulse.” (NHS, 2021).⁷

ADHD is believed to be prevalent in 7% of children and up to 5% of adults.⁸

The disorder has two recognised types  (individuals who have traits of both are described as  ‘combined type’):

• inattentive ADHD – difficulty with focusing attention and becoming easily bored or distracted
• hyperactive-impulsive ADHD – inattentive behaviour paired with hyperactivity and impulsiveness.

Research indicates that an individual with ADHD may display a range of the following traits – this list is not exhaustive

• the ability to hyperfocus – maintaining intense focus on a task of interest, sometimes neglecting to take breaks, eat or drink. During periods of hyperfocus, individuals can complete large amounts of learning or work
• difficulty with organisation – struggling to prioritise tasks, often misplacing items, living or working in a disorganised environment or struggling to keep track of meetings, appointments or payments
• hyperactivity and impulsiveness – talking quickly, fidgeting frequently and interrupting others without intending to. Impulsiveness may lead to acting without considering outcomes or dangers, perhaps by taking risks or spending excessively
• switching between tasks – struggling to complete a task before beginning another, including picking up and abandoning multiple hobbies and projects
• difficulty maintaining attention – struggling to maintain attention on tasks that are of low interest, time-consuming or have no short-term rewards; and finding it difficult to remember or process verbal instructions
• executive dysfunction – difficulties with motivation and initiating a task make it hard for the individual to complete a task, even though they may want to.

However, individuals with ADHD also bring some very positive traits to the workplace, such as:

• increased creativity – they may have exceptional creativity skills and may approach tasks from a new perspective and in a unique way that’s highly valuable in engineering and technology as well as other sectors
• increased productivity – hyperfocus can enable an individual to complete vast amounts of work in a short time, especially when they’re passionate about the project at hand
• resilience – the experience of overcoming a range of barriers and challenges throughout their schooling and career can help build resilience, strong coping strategies and excellent problem-solving skills
• spontaneity and interpersonal skills – a study into successful adults with ADHD highlights that they tend to have higher  levels of spontaneity, social intelligence, humour and empathy – these are all highly valued traits for building relationships and for socially conscious innovating.9

How can we help people with ADHD to thrive in the workplace?

Every individual with ADHD has their own unique traits, so when it comes to identifying how best to support them, treating them as an individual is essential. If you’re supporting a neurodivergent colleague, having a conversation and working with them will help you to achieve the best outcome for all.

There’s no one-size-fits-all solution, but we’ve gathered some helpful suggestions, as follows.

Supportive ideas for employers and managers

• Reduce noise and distraction – ideas include offering a workspace away from distractions like corridors or public spaces; providing noise cancelling headphones; enabling the individual to work from home more frequently; and encouraging them to block out ‘focus time’ in their diaries – this may also help to reduce the chance of sudden distraction from others. Many individuals with ADHD find that stimming helps them to concentrate, so allowing fidget devices can also be helpful. For more information on neuroinclusive office design, take a look at this helpful guide produced by AtkinsRéalis.10
• Provide help with time management – this could include offering flexible working hours; scheduling regular check-ins; exploring calendar management tools with them; helping them to develop task prioritisation skills; and building timeliness strategies with them for when a deadline must be met. Head to the Supportive software page for more information on specific programmes that can help with organisation.
• Educate colleagues – negative stereotypes and misconceptions held within an organisation can make it harder for people to be open about how they are struggling. It’s vital to raise awareness on how a neurodivergent individual’s experience can differ from that of a neurotypical colleague, and why they may be receiving additional support. Good ways to do this include holding colleague awareness sessions on neurodivergent conditions; inviting neurodivergent speakers in to share their experiences; highlighting resources that are already available from neurodivergent charities or other organisations; and highlighting neurodivergent awareness days throughout the year.
• Play to the individual’s strengths – there are many valuable traits that an individual with ADHD can bring to a team. Work with them to identify their unique strengths and the tasks they enjoy or thrive in, then explore how these can be best applied in their role.

Supportive ideas for colleagues

• Share agendas and areas of focus ahead of time – if you’re arranging a meeting, share an agenda and any important discussion points in advance. This approach is considered best practice for all meetings because it allows all attendees to prepare for and focus on what will be discussed.
• Be clear in your communication – make sure your key points and any action points are clearly stated in your communications. To make them unmissable, try summarising them in bullet points at the start of your email. Avoid sending lengthy emails where key information is spread throughout. And if you give any verbal instructions, make sure you also provide them in written form.
• Support good organisation – if you’re working on a shared project, schedule regular catch-ups, to check on progress. Save important documents digitally in a shared area so you can both keep track of any changes and eliminate the risk of creating multiple versions.
• Avoid creating sudden distractions – individuals with ADHD can find it challenging to concentrate, and it’s even more difficult to bring the focus back once it has been lost. So be conscious of any distractions you might create in the workplace and take steps to prevent them. If you have a question or need something from them, message or email to ask when would be a good time to talk. Once this is established, make sure this appointment is entered in their diary or calendar.

Supportive ideas for individuals with ADHD

• Get to know yourself – spend some time exploring what adjustments have been made for other individuals with ADHD, at your own workplace or elsewhere. You don’t have to figure out on your own exactly what could work best for you, but learning about changes that have been made to support others will be a good starting point.
• Consider joining a neurodiversity network – a neurodiversity network can be a great place to share your own experiences, concerns or questions, learn from the experience of others and grow your self-confidence. Some organisations have an internal neurodiversity network, but if yours doesn’t, explore wider industry options like our IET Neurodiversity Member Network. You’re not alone.
• Consider pursuing a diagnosis – if you don’t have an official diagnosis, consider if receiving one will be helpful to you. For some, having a diagnosis is validating, allows access to medication and is helpful when requesting support. However, the process can be challenging, which explains why many people decide not to go down the diagnosis route. Whatever you choose to do, remember that you are entitled to ask for workplace support, regardless of diagnosis.
• Help yourself to get motivated – executive dysfunction can make starting a new project or progressing an existing one very difficult. Creating a schedule with set times when you’ll work on aspects of the project can be helpful. Body doubling with another colleague during this ‘focus time’ can also help with motivation.
• Be kind to yourself – remember that the barriers you may experience within the workplace are not a reflection of your abilities. They are a result of an environment that has been created to fit neurotypical ways of working.  Don’t blame yourself: instead, work with your employer and line manager to make your environment a better fit for you.

References