Practical Strategies for Navigating and Supporting ADHD in the Workplace

The content and resources provided in this newsletter are for informational purposes only and should not be considered medical or legal advice. We hope this information can set you on a pathway to learning more about neurodiversity in the workplace. To ensure the highest quality content for our readers, all our articles are co-edited by Jane McColl, Senior People Manager at CareScribe. Happy reading!

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Thank you for meeting us in another edition of our LinkedIn newsletter, Inclusive Workplaces, which helps over 1000+ HR, EDI, and inclusion professionals like you who are dedicated to creating a more inclusive environment for their neurodivergent talent.

October is #ADHDAwarenessMonth — a great time to reflect on how we can better support employees with ADHD. ADHD affects approximately 2% of adults in the UK and 3.4% of adults worldwide. Dr. Tony Lloyd, Chief Executive of the ADHD Foundation, reports a 400% increase in adults seeking an ADHD diagnosis since 2020. At CareScribe, we believe that the growing understanding of ADHD and its challenges in the workplace can lead to a more supportive and productive environment for everyone.

At a glance

🧠 ADHD is often characterised by inattention, hyperactivity, and impulsivity, which can interfere with daily functioning, especially in the workplace. However, many individuals with ADHD share that these traits can be beneficial in the right work environment.

❄️ When confronted with too many tasks or decisions, individuals with ADHD often experience a “freeze response” known as ADHD paralysis.

⚖️ If ADHD significantly impacts an individual, it may be classified as a disability under the 2010 Equality Act.

💙 There are many ways to support employees with ADHD through reasonable adjustments, such as offering flexibility, administrative support, and adapting work practices to help neurodivergent employees thrive.

💪 Neurodiversity can be a complex area for many. However, with ADHD training for managers and neurodiverse-friendly initiatives, it’s possible to increase confidence and drive positive change in the workplace.

💰 Access to ADHD coaching and assistive technology can also make a big difference for individuals with ADHD in the workplace. The government-funded Access to Work scheme offers financial support for these initiatives and more. Watch our video below to learn more.

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What is ADHD?

ADHD is an ‘umbrella term for a range of differences in neurological information processing and functioning’, it also influences the way behaviour is regulated and managed.

It’s often characterised by inattention, hyperactivity, and impulsivity, which can interfere with daily functioning, especially in a work environment.

• Inattention: difficulty staying focused, staying organised, or completing tasks
• Hyperactivity: excessive movement or fidgeting, even in inappropriate situations
• Impulsivity: acting without considering consequences, which can lead to interruptions or hasty decision-making

Although ADHD stands for Attention Deficit Hyperactivity Disorder, the ADHD Foundation The Neurodiversity Charity notes that this term could be misleading as not everyone with ADHD experiences challenges with each of these traits. Additionally, ADHD can present in diverse ways among individuals, with many seeing certain characteristics as beneficial in the right work environment.

For example, for some individuals with ADHD…

inattention might be seen as distractibility but could also mean strong focus in less stimulating environments,

hyperactivity can equate to energy and drive,

impulsivity can result in creative problem-solving and lateral thinking.

In our recent conversation with Hannah Butcher , who is AuDHD (both autism and ADHD), valuable insights were shared about the journey to diagnosis. While a diagnosis can be a helpful tool for individuals seeking support, it’s important for organisations like yours to recognise that an official diagnosis should not be a prerequisite for employees to access the accommodations they need. Listen to our conversation with Hannah and learn how you can better support employees who are undiagnosed or may have received a partial or a misdiagnosis.

Challenges faced by employees with ADHD

ADHD can impact job performance in many ways. While some individuals with ADHD can struggle to stay on task and meet deadlines, some might find it challenging to focus in an open-floor office with extra noise and movement. Another example would be routine or administrative tasks, which can be especially hard to start or complete, which can lead to ADHD paralysis and burnout cycle for employees with ADHD.

ADHD paralysis in the workplace

ADHD paralysis refers to the mental or emotional paralysis that individuals with ADHD experience when overwhelmed with information. ADHD affects executive functioning, which is responsible for planning, organising, and completing tasks. Consequently, those with ADHD struggle to process information and manage thoughts and feelings. When confronted with too many tasks or decisions, they often experience a “freeze response” known as ADHD paralysis. This condition frequently correlates with burnout, resulting in exhaustion, imposter syndrome, and anxiety.

Symptoms of ADHD paralysis include:

• Brain fog
• Procrastination and difficulty starting tasks
• Poor focus
• Self-doubt
• Endless scrolling on phones and desktop
• Inability to concentrate

Many factors can trigger ADHD paralysis, which may explain its different types and forms, such as emotional dysregulation, overstimulation, perfectionism, or fear of failure. Therefore, it is essential for organisations to understand that ADHD is a unique lived experience for everyone, to meet the specific needs of their neurodivergent employees and find effective ways to support them.

Practical strategies for supporting your people with ADHD

With growing awareness around neurodiversity, it’s never been more important for HR teams to understand how to effectively support an employee with ADHD. Implementing workplace adjustments, providing ADHD training for managers, and launching a neurodiverse-friendly initiative can be excellent steps for your organisation to foster a more inclusive workplace for neurodivergent talent.

Workplace adjustments

When ADHD significantly affects an individual, it may be classified as a disability under the 2010 Equality Act. Employees with ADHD are protected under this Act and have certain rights under UK law.

• Employers are required to make Reasonable Adjustments for employees with ADHD to ensure they are supported.
• Employers can refer employees for an Occupational Health assessment, which may help identify appropriate adjustments.
• For additional support beyond the cost of Reasonable Adjustments, employees can apply for the Access to Work scheme.

However, providing support for employees with ADHD goes beyond fulfilling legal obligations; it enables them to thrive. Here are some adjustments that can make a significant difference:

⏳ Offer flexibility: providing flexibility, such as adjustable start times or extended deadlines, can help support time management challenges associated with ADHD

🔄 Administrative support: many employees with ADHD thrive in high-focus, complex tasks but find repetitive or administrative work challenging. Consider implementing task-swapping or delegating these tasks when possible.

🎧 Optimise the work environment: simple adjustments, such as providing noise-cancelling headphones and visual cues, or creating a quieter workspace, can help enhance concentration

✍️ Adjust working and management practices: regular check-ins and breaking tasks into smaller, manageable steps are effective strategies for staying on track. Additionally, providing written notes for meetings rather than solely verbal communication can enhance retention and follow-through.

🧩 Utilise Assistive Technology: there are many apps and tools designed to support ADHD-related challenges:

• Task scheduling platforms, e.g. Asana.
• Text-to-speech software: reading text on a screen out loud or to a user through headphones can support deeper comprehension and understanding
• Transcription and dictation software: our lightning-fast, highly accurate dictation software TalkType can help your employees with ADHD reduce stress, increase productivity, and feel them more confident at work.
• White noise/ambient noise apps
• Note-taking apps, e.g. Caption.Ed.

Without the appropriate tools to support them, people with autism, dyslexia, ADHD or even long-term depression will find it harder to bring their talents to work.

Elle Chappell, People Director CareScribe.

🏆 Accessing ADHD coaching ADHD coaching can be a valuable resource. It is designed to last for a short period, to teach someone the skills they need to thrive at work. Employees can develop personalised strategies to improve time management, organisation, and task completion. “Coaching is a brilliant first step to ensure other adjustments work effectively – especially technology-related ones,” says Leanne Maskell , Director of coach training company ADHD Works and author of ADHD an A-Z. The UK government’s Access to Work scheme can sometimes provide funding for coaching and other workplace accommodations.

1 in 3 UK organisations benefits from the Access to Work scheme — is yours one of them?

Access to Work scheme can fund much of the support described above, ensuring that employees with ADHD can receive the support they need to thrive. It is a government-funded grant offering practical support for employees with disabilities, health conditions, or mental health issues. Discover the Access to Work (ATW) scheme with our ✨ FREE ✨ guide, where you'll learn about eligibility, the application process, the types of support available, and how it benefits both employees and managers.

ADHD training for managers

Neurodiversity is a complex and unknown area for many people. But through education, it’s possible to increase confidence levels and drive positive change. Organisations like ADHD Foundation offer dedicated ADHD training for businesses. These can help upskill and educate managers to feel more confident in taking proactive action to recognise and actively support employees with ADHD within their teams.

ADHD training often covers key areas such as:

🧠 Recognising ADHD symptoms in the workplace: Managers can learn to identify signs that an employee may have ADHD, such as challenges with time management, focus, or organisation, and how to approach these situations with a solution-focused mindset.

🤝 Providing accommodations: The training helps managers understand simple yet impactful accommodations, like flexible deadlines, quiet workspaces, or task prioritisation strategies, which can significantly improve productivity and well-being for employees with ADHD.

💬 Effective communication strategies: Managers learn how to foster open, non-judgmental conversations, ensuring employees feel safe discussing their needs without fear of stigma or discrimination.

Get your free ultimate guide to neurodiversity in the workplace

To help you empower your neurodivergent employees from day one, we’ve created the ultimate guide packed with insights and tailored solutions for organisations of all sizes. Get your ✨ FREE ✨ copy here and start fostering an inclusive culture in your organisation today.

Starting a neurodiverse-friendly initiative

Building a neurodiverse-friendly workplace goes beyond training—it involves creating a culture of inclusion that supports employees with ADHD and other neurodiverse conditions. One effective way to do this is by launching a neurodiversity initiative that fosters understanding, offers support, and drives engagement across the organisation. Here are a few examples of initiatives that could help:

🏆 Create a network of neurodiversity champions: Managers or team members, can be trained as advocates for neurodiverse colleagues, ensuring their voices are represented in policy discussions and day-to-day operations. Champions can also act as points of contact for neurodiverse employees seeking advice or support. Anyone can be a champion, lived experience isn’t necessary, just a passion for promoting the benefits of a neurodiverse team.

🫂 Offer peer-to-peer support programs: Creating informal mentorship or buddy systems can give neurodiverse employees access to a support network of peers who understand their specific challenges. These programs can offer practical advice on navigating the workplace and foster a sense of belonging. Employee Resource Groups (ERGs) are a great example of this. ERGs are employee-led networks that promote diversity and inclusion, benefiting both the organisation and its staff. They not only enhance employee well-being but ERGs also help drive engagement and productivity, especially when focused on specific areas like neurodiversity.

📣 Develop awareness campaigns: Hosting regular workshops or lunch-and-learn sessions about ADHD and other neurodiverse conditions can educate the wider workforce, dispelling misconceptions and encouraging a more supportive environment.

💼 Adjust recruitment and onboarding practices: A neurodiverse-friendly initiative could also focus on hiring processes. This should include providing questions in advance for all, removing the need to request an adjustment. Also, providing ADHD-friendly onboarding materials, and ensuring that workplace adjustments are discussed early in the employee's journey.

💌 You're invited!

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Keep an eye out for our next edition of Inclusive Workplaces, where we'll explore how your organisation and your people with neurodivergence can benefit from assistive technology and offer practical strategies for creating inclusive environments for neurodivergent talent in the workplace.

CareScribe is on a mission to make the world more accessible. We build assistive technology which levels the playing field for people with disabilities and enables users to be more independent in their studies and at work. Our small but mighty team builds software that thousands of people love: lightning-fast dictation software, TalkType, and our live-captioning and note-taking product, Caption.Ed. Explore how CareScribe can help you create a more inclusive workplace.