Understanding ADHD in the Workplace

Attention-deficit/hyperactivity disorder (ADHD) is a neurodevelopmental condition that affects millions of adults worldwide. While often associated with childhood, ADHD frequently persists into adulthood and can influence how individuals think, work and interact in professional environments. Understanding ADHD is not just about recognizing challenges; it’s also about appreciating unique strengths and helping create supportive workplaces.

The latest data from the Centers for Disease Control and Prevention estimates that 15.5 million U.S. adults have been diagnosed with ADHD, and about one-half of them received their diagnosis in adulthood.

• Creative thinking—Many individuals with ADHD excel at thinking outside the box, generating innovative ideas and solving problems.
• High energy—While high energy is considered a trademark symptom of ADHD, it is often viewed solely as a negative aspect. However, a person’s natural enthusiasm can be contagious and energize teams. High energy may also translate into one’s ability to work long hours or tackle a variety of tasks.
• Hyperfocus—Hyperfocus is an intense fixation on an interest or activity for an extended period of time. When deeply interested in a task, individuals with ADHD can ignore distractions, concentrate intensely and produce high-quality work.
• Risk-taking and resilience—Individuals with ADHD have had to learn how to navigate situations and manage their symptoms. As such, they may be more willing to take bold steps and are able to bounce back quickly from setbacks.

Tips for Supporting Co-workers With ADHD

Creating a supportive environment for colleagues with ADHD or other neurodivergent conditions benefits everyone. Consider the following ways to create a supportive environment in the workplace:

• Practice awareness. Understanding neurodiversity overall is a crucial first step. Take it upon yourself to learn more about ADHD, its specific strengths and challenges, and how to reduce the associated stigma.
• Listen and practice empathy. People with neurodivergent features may feel misunderstood or left out. Let others know you hear them and respect their ideas and choices. Also, avoid prematurely labeling behaviors like laziness or carelessness. Checking in regularly with team members can help you provide support.
• Encourage clear communication. If communication is not specific or clear enough, there’s room for error. To reduce potential confusion, consider how your communications can be specific and include actions so the recipient understands the ask or task. This may include sending written follow-ups after meetings to reinforce key points or breaking down complex tasks into smaller, manageable steps. Also, keep in mind that respecting neurodiversity may also mean respecting nonverbal choices.
• Respect individual differences. Everyone thinks, processes information and learns differently, so respect those differences and leverage individuals’ strengths. For example, you could assign tasks that align with the person’s strengths, such as brainstorming sessions or fast-paced projects. Focus on recognizing and celebrating creative contributions within the team, too.

Summary

ADHD shouldn’t be viewed as a limitation in the workplace. It’s just a different way to think, work and interact. By understanding the condition and embracing neurodivergence in general, workplaces can become more inclusive, innovative and compassionate. Whether you or someone you know is affected by ADHD, small adjustments and open-mindedness can make a big difference in helping everyone thrive at work.

Contact a mental health professional for more information about ADHD.

Learn more about ADHD symptoms, diagnosis and treatment in our Understanding ADHD Health+Wellness Insight.