ADHD in the Workplace

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    Helping employees with ADHD find their role in an organisation through focused support and reasonable adjustments.

    A woman working at a laptop
    ADHD IN THE WORKPLACE

    Creating conditions for growth

    ADHD (Attention Deficit Hyperactivity Disorder) often limits successful job performance by negatively impacting the basic cognitive skills used for memory retention, planning and self-regulation. This challenge to a person’s executive functions means that employees with ADHD may suffer from inattention, restlessness, unpredictability and inappropriate behaviour. Undiagnosed or untreated, ADHD in the workplace can materially affect the ability of individuals to perform the essential skills which contribute to long term workplace success. These include time management, organisation and task focus. 

    Despite these potential issues, ADHD at work is not something to be avoided. Employees with ADHD are often highly skilled and can prosper when conditions are right. ToHealth helps organisations design and implement ADHD in the workplace strategies to encourage job performance gains among diverse workforces. With the correct encouragement and coaching, an individual with ADHD can be a genuine asset to a business and make a leading contribution to overall business goals. 

    As with many types of neurodiversity, there is not a one-size-first-all solution to problems associated with ADHD at work. Rather, each person presents a unique case to be assessed and supported according to individual need. Our approach is always employee-centric with a focus on job performance, role and responsibilities. Solutions are then built to match. This perspective of ADHD in the workplace brings long-term sustainability and manageable progress.

    Features

    Needs Analysis

    Build a support programme and suitable work environment around the distinct requirements of an employee with ADHD.

    Employer Integration

    Blend the needs of employees with the expectation of managers to create 360-degree solutions that suit everyone.

    Coping Strategies

    Give employees the organisational, time management and concentration skills they need to manage the effects of ADHD in the workplace.

    Technology Support

    Leverage our assistive-technology expertise to evaluate and implement technology-driven solutions to common ADHD problems.

    FOCUS ON:

    Setting Up The Workplace

    For most employees facing problems associated with neurodiversity, and especially for those who struggle with ADHD in the workplace, the physical nature of the office or workplace environment can play an important role in shaping behaviour. 

    Lighting and ambient noise levels are two key elements which often unconsciously affect both mood at work and the potential for optimum job performance. Bright overhead lighting can often distract an individual with ADHD rather than help. High levels of background noise can also hinder work progress and concentration levels. That’s why office design should take into account the needs of people with ADHD at work

    As with many workplace adjustments, small changes can make big differences. For example, partitioning off a small corner of an open-plan office can provide a quiet space for an employee with ADHD to work and thrive.

    A woman working on a laptop

    Benefits

    Realise Potential

    Provide training routes for employees with ADHD to show they can achieve and surpass the same job performance goals as their colleagues.

    Retain Staff

    Ensure staff don’t feel excluded and frustrated by their workplace experience to the point of terminating their employment.

    Discover Role Suitability

    Put employees with ADHD in roles which reflect their strengths and offer stimulating workplace experiences and fast-moving challenges.

    Commit to Diversity

    Prove to all employees that supporting ADHD in the workplace is reflective of a wider, progressive goal of employee equality.

     

    FAQs

    An individual with ADHD at work can encounter workplace difficulties and experience friction with colleagues. As with all neurodiverse conditions, much depends on the unique experience of the individual. Common effects can include a lack of focus, restlessness and impulsivity. These behavioural traits are often seen as undesirable by employers.
    Your employer is legally obliged under the Equality Act 2010 to provide reasonable adjustments for someone with a disability, in this case an employee with ADHD. We strongly advise individuals who experience problems with ADHD at work to get help to mitigate the effect of the disorder.
    No, not directly. However, that doesn’t mean it should be ignored. Maximising the potential for workplace success remains the goal of any employee. A high level of job performance is possible for employees with ADHD with targeted coaching and support.
    The first step is recognising it as an issue which can be addressed. Then the focus should be on assessing employees on an individual basis and deciding, and then implementing, strategies for support. Making ADHD workplace adjustments is not difficult but it does require accurate assessment and professional implementation.
    Although support depends on the needs of the individual employee and nature of the job role, common strategies include: dividing big tasks into smaller ones, giving clear instructions, being flexible, and providing clear channels of communication to provide feedback and confidence.
    Contact a ToHealth advisor on 0800 014 1982, or email admin@tohealth-pam.co.uk