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October is ADHD Awareness Month. Everyone has heard of ADHD right? So why does it need an awareness month? Let’s take a look at the misconceptions, reality, strengths, and making the workplace more inclusive for neurodiverse and neurotypical people alike.
First, a small disclaimer. I’m writing this as a person who received late ADHD & ASD diagnoses at the age of 37. That’s why I’m sharing my thoughts on this topic. However, these are my opinions based on my experiences. Others may have vastly different experiences, and as such have differing opinions.
Also, this is an enormous topic. There’s no way I can cover everything in one post.
ADHD, and neurodiversity in general, are still hugely misunderstood among the general population. Most people still assume that ADHD is just “that hyperactive little boy at school”.
You’ll hear numerous misconceptions from “it didn’t exist in my day“, “it’s just bad parenting“, to “it’s just the latest fashionable label” and “it’s just laziness“.
These misconceptions are harmful and make it very difficult for people to seek diagnosis, support and to be open about their difficulties.
ADHD often comes with friends. In the form of coexisting mental health problems, severe self esteem issues, and there is also a noticeable overlap in those with both ADHD and ASD.
A number of these coexisting mental health conditions can be a knock on effect of living undiagnosed, or due to the shame felt, difficulties experienced, or the treatment from others who don’t understand. ADHD kids will frequently be told they are stupid, lazy, disruptive, and so on. This tends to take its toll.
Then there are the stigmas around medication, therapy, and being open about diagnosis. That’s if you can even get a diagnosis, which in itself can be a herculean task (with funding issues, outdated diagnosis criteria, and GPs lacking information). Many people go their whole lives misdiagnosed with other conditions, never understanding why their treatment isn’t working for them.
All this alongside the ever present chorus of “I’m sure if you just tried harder”.
A very common thing you’ll hear from late diagnosed people is:
“I spent years hating myself and thinking I was inferior, because I find it harder to do things that most people seem to take for granted”
ADHD Awareness Month looks to educate, and raise awareness about the importance of early diagnosis and treatment. Hopefully this will gradually mean that most of what we’ve just covered will be a thing of the past.
ADHD is a neurodevelopmental disorder. It’s thought that around 5% of children and 3-4% of adults in the UK have ADHD. It usually gets talked about as a childhood issue, but is frequently a lifelong condition. ADHD affects every aspect of an individual’s life.
ADHD is more widely diagnosed in boys and men. However, it’s now believed that it actually occurs in girls and women just as commonly. As it often presents differently in females, and diagnostic criteria are based on male presentations, huge numbers of women and girls are missed, or misdiagnosed.
More research is finally starting to emerge about the female experience of ADHD. With this, we’re beginning to see a big increase in women of all ages finally receiving a diagnosis. Often after a lifetime of struggle and misdiagnosis (bipolar, BPD, anxiety, depression etc).
Now I’m not going to get too in-depth here about the ins & outs of ADHD, as it is too vast and presents differently person to person. At a very basic level, it is a group of behavioural symptoms that include persistent and pervasive patterns of inattentiveness, or hyperactivity & impulsivity (or a blend). This is usually accompanied by sleep problems, self esteem issues, rejection sensitive dysphoria, exhaustion, sensory processing disorders, and issues with executive function.
First, I’m going to say it loud and clear right here – ADHD DOESN’T AFFECT INTELLIGENCE! It can be found in people of all abilities and IQs. Everyone experiences the condition differently, and will have differing presentations and needs.
Neurodiverse people aren’t a homogenous blob, with a one size fits all ‘solution’. We don’t need fixing or curing. We just need people to realise and accept that our brains function slightly differently. To allow us to function in a world built by, and for neurotypical people, we may sometimes need small accommodations. Otherwise, we might appear a little bit strange to neurotypical people.
Much like everyone else, people with ADHD have our strengths and weaknesses. Sure, we might experience issues with focus or our short-term memory. But we also possess qualities that make us incredibly valuable in the world of work:
With the right environment, the right role, or an employer who understands that people work differently, a neurodivergent person can thrive in the workplace, just as any neurotypical person can in a work environment that suits them.
For myself, marketing has been a great career choice. It blends creativity, problem solving, and constant learning.
Most issues for neurodiverse people come from trying to operate and behave like they’re neurotypical. ‘Masking’, pretending to be like everyone else around you is exhausting, distracting and usually ends in burnout.
Before my diagnosis, and in previous office based roles, I’d burnout quite frequently. I had no idea why. It just felt like I was constantly trying to keep an inflatable ball under water.
Since starting in my current job role, burnout has been very rare. I have a great employer, I get to work from home, and I finally got a diagnosis & treatment. I’m able to be myself, and work in ways conducive to success.
If we move away from neurodiversity for a brief minute, we can see that being forced to operate in an environment not suited to how your mind works, is experienced in the broader neurotypical population too.
Traditionally, most workplaces have been geared toward extroverts. This is why introverts have often struggled to get the same opportunities as their extroverted colleagues.
Yet in recent years, with changes in working style (greatly sped up by the pandemic), we are seeing more introverted people thrive and be recognised for their contribution to the workplace.
Where home working or hybrid working are being embraced, presenteeism, social energy, and self promotion, are no longer the yard stick for measuring employee value.
As we’ve seen, changes to work environment have allowed a whole group of people (introverts) to better demonstrate their value and qualities in the workplace.
The same goes for people with ADHD. Having a more flexible work environment, which allows people to work in a way that compliments their working style and needs, gives more people the chance to perform at their best, and bring a wealth of skills and sought after qualities to an employer.
Here’s a list of a few possible adaptations, or changes to mindset, which can help employers better support their neurodivergent staff. To help neurodivergent people thrive in their roles.
It is by no means exhaustive, and things will differ person to person, and role to role. It’s just a starting place.
Hopefully the list above is just springboard on to exploring the numerous great resources out there. Many of these exist in part, thanks to ADHD Awareness Month, and the organisations that take part. I will list some of these out here for you to start exploring.
