1 in 7 employers have experienced an Employment Tribunal due to a neurodivergent conflict. Here’s how not to be one of them!….
What is ADHD?
Attention Deficit Hyperactivity Disorder is a neurodevelopmental condition.
Workplaces are usually designed for a neurotypical workforce which doesn’t work for a neurodivergent mind.
Consider Apple and iOS – two different operating systems which can deliver the same results but using different commands. ADHD impacts how someone thinks, feels, acts, functions and processes. Which can impact everyone around them.
Individuals may have learnt to ‘mask’ from childhood. Some might assume the chaos they feel is ‘just how they are’. Coupled with the lengthy time for assessment on the NHS and therefore treatment, increasing numbers of adults receive their diagnosis mid-life. This can deliver a vortex of emotions – fear, anger, sadness, self-stigma with thoughts of ‘what now’.
There are different types of ADHD. Often it co-exists with another, conflicting neurodivergent condition such as Autism.
Example – Autism – shares nothing, ADHD – overshares everything. Imagine the conflict when both are present – known as AuDHD – for the individual.
Remember, if you have met one person with ADHD, you’ve met one person with ADHD! Their experience will be unique to them. There is no ‘one size fits all’ for conditions or their impacts.
How does ADHD show-up in the workplace?
Unless a team member shares their assessment results and/or feelings they could be neurodivergent with you, it is easy to assume the behaviours, emotions and communication you and the team see is down to attitude. BE AWARE – you are at risk of an Employment Tribunal if you make this assumption without considering neurodivergence.
There is a 30% delay in executive functioning skills meaning people with ADHD can find it incredibly difficult to do what they know needs to be done.
Key indicators where ADHD may be present in the workplace:
- Self awareness – including over talking, not realising no one is listening, actioning tasks – which impacts on everything including leaving the house on time with keys etc leading to arriving late at work. Unaware of need to take breaks leading to burnout.
- Motivation – may not finish tasks. ADHD has an interested based nervous system meaning the first 80% of a task is the easiest, most exciting, gives a dopamine hit, can do masses of work but the 20% routine tasks to finish can be insurmountable.
- Emotional regulation – extreme overthinking. Example, when a meeting is requested without written content of what is going to be discussed, points to be raised and expectations, ADHD can experience intense thoughts of negativity.
- Problem solving – ADHD have fast brains that can think of multiple issues at once and see a creative solution. However, this can be against the status quo. Consider a new employee who sees lots of improvements that could be made but lack the awareness of how to share these ideas often alienating those around them. In addition, they may devise a creative solution but not know how to implement it.
- Impulsivity – act before thinking! Delegation and prioritisation can be difficult for ADHDers who have a tendency to do everything themselves.
- Memory – forgetting conversations, decisions made, appointments, events
As an ADHD Specialist – how do I help you evolve your workplace into a ‘brain inclusive’ environment?
Neurodivergence is often unassessed. Adults may have learnt to mask from childhood thinking the chaos they experience ‘is just how they are’. They may be unaware they are neurodivergent and that help is available.
In the workplace, neurodivergent behaviour can be seen as ‘disruptive’ with disciplinary measures taken potentially losing great talent from their business and/or risk of an Employment Tribunal challenge.
Raising awareness in the workplace of ADHD – what you might see, what you might do for Managers and How to be an Ally(for non-manager) will deliver greater understanding, inclusion and confidence which will benefit all team members – neurodivergent and neurotypical – whilst increasing retention of talent.
Managers are often unaware of their legal responsibilities in this area. They may not know how to approach someone, explore any challenges they may have with them and agree some adjustments – usually minor- that benefit everyone.
Team mates of someone who is neurodivergent, exploring how they can be an Ally to their team mate will demolish assumptions and deliver a more cohesive team where everyone feels they belong.
Training options for managers and non managers (How to be an Ally)
Both the Manager and Ally versions are delivered virtually over 1.5 hours via Zoom, with an accompanying e-book for capturing thoughts, ideas and actions.
Both courses have been assessed by CPD and Certified for professional development. A CPD certificate is issued on completion.
A maximum of 15 and minimum of four delegates enhances learning and interaction. Cost of each is £150 + VAT per session including e-book and CPD Certificate.
Sessions for workplace teams will be tailored to meet the business, team and individual’s needs.
Providing 1:1 coaching for your neurodivergent colleague will enable them to learn tools to control their ADHD in the workplace rather than it continue to control them! It will keep talent within your business. Employers can pay for this as part of their reasonable adjustments. See the ADHD Coaching – Individual page for more details or contact me using the form below.
Workplaces and their teams are unique. Shouldn’t their training be so too?