According to Steve Ollington, employers who want to help employees with ADHD must fully understand the condition and its manifestations in the workplace.
In recent years, ADHD (attention deficit/hyperactivity disorder) is becoming more widely known in society. Many businesses are now recognising it, along with other neurodivergent disorders.
This broad understanding of ADHD may be a step in the right directions, but I would argue that in most workplaces knowledge is still at a very surface level.
Organisations cannot fully understand ADHD and their unique strengths unless they have a better understanding of how the disorder manifests itself in a work environment.
Attention deficit hyperactivity disorder is more than just a problem with energy or focus. It impacts executive functioning and how people communicate, manage tasks, and interpret data.
These traits can cause misunderstandings and unintentional discrimination in a traditional work environment, where routines and deadlines are highly valued.
An employee with ADHD, for example, may have difficulty following rigid processes. However they may excel at finding more efficient methods to achieve results.
These behaviours could be misinterpreted if you don’t understand the thinking differences of ADHD. They may appear as signs of a lack in focus or reliability, instead of creativity and adaptability, which this condition is sometimes capable of bringing.
Current workplace awareness often ignores these subtleties, leaving employees feeling marginalised or unsupported.
“Real support for ADHD at work requires more than a basic understanding. It calls for informed strategies, and a commitment to neurodiversity.”
A genuine commitment to neurodiversity and informed strategies are required for real support of ADHD at work.
Businesses can empower employees to perform their best by creating flexible structures, providing task management tools and developing more supportive business practices.
This approach is not just beneficial to ADHD employees, but also the organization as a entire. Managers and HR professionals who know how to make thoughtful accommodations can unlock the potential of their employees. They help them to harness their creativity, innovative thinking and unique problem-solving abilities.
Online training can help companies go beyond a superficial level of awareness and create an environment where ADHD employees thrive.
In a workplace that continues to evolve, an organisation’s neurodivergent staff can benefit from a deeper understanding of their needs and a proactive approach to support.
Businesses can create workplaces that are truly diverse by moving beyond a superficial awareness and embracing a deeper understanding.
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