Challenging stereotypes around ADHD

Welcome back to the third edition of ‘Building Teams Powering Growth’ where we will look at Challenging stereotypes around ADHD, highlighting how this condition can affect individuals in the workplace.?

In the US, ADHD diagnoses among adults are growing four times faster than ADHD diagnoses among children (26.4% increase among children compared to 123.3% among adults (Additude, 2022 ).?

ADHD stands for Attention-Deficit/Hyperactivity Disorder, a neurological condition that affects approximately 10% of children and 5% of adults worldwide (CDC, 2022 ).?

ADHD affects a person's ability to concentrate, control impulsive behaviour, and manage daily tasks efficiently.??

Though more individuals are being diagnosed with ADHD than in the past, this can be attributed to several factors, firstly, greater awareness of ADHD and its symptoms has led to more patients being diagnosed. Secondly, there have been clear advancements in diagnostic tools and an increase in access to receiving mental healthcare.

Additionally, societal changes such as increased academic demands and a rise in situations which require more attention which has also led to a rise in the number of people diagnosed with the disorder—particularly females, who present with the inattentive subtype more often than the hyperactive subtype (Additude, 2022 ).?

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Challenging stereotypes around ADHD?

Three main types of ADHD have been labelled:??

• Inattentive??
• Hyperactive-impulsive??
• Combined??

Typical symptoms include forgetfulness, disorganisation, procrastination, and distractibility, which can significantly impact the workplace productivity of individuals with ADHD.?

For instance, employees may struggle with task completion, missing deadlines, forgetfulness leading to loss of important information, and struggle with time management.??

Additionally, distractions caused by co-workers, or the environment can make it difficult for them to focus, leading to reduced productivity, missed important details and increased errors.??

As part of Annapurna’s Mental Health Awareness series, Adam Pomerenke (Interim Head of Recruitment at Americold Logistics, LLC. ), spoke openly about his own ADHD and highlighted that he struggles to remain focused on tasks.

“If you say something needs to get done by today, you’ve got my attention. If it’s something that needs to be done in 4 weeks' time, I won’t be able to pay attention to that task.”?

A myth about ADHD is that it gets better when you get older, but ADHD is a lifelong condition that can persist into adulthood, but symptoms may change as one may find it easier to manage them over time.??

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How can ADHD provide advantages in the workplace???

Speaking with Georgina Kennedy (Account Executive at Cognassist & Top 50 Influential Neurodivergent Women 2022) enlightened the topic as she shared her personal experiences and provided us with a better understanding of the advantages and challenges that individuals with ADHD may face. Georgina who has ADHD and Dyslexia herself brought to life 6 key topics of conversation:?

• Creativity

“If there are any creative or skilful tasks, I can put my hands to it”.??

Georgina mentioned that people with ADHD tend to be more creative compared to their peers. There is an inherent ability to be creative problem-solvers and approach tasks and situations with a thoughtful eye. They may be able to see patterns and connections that others may miss. This can be backed up according to the research published on Personality and Individual Differences.??

• Hyper-focus

Individuals with ADHD can concentrate on tasks that they are passionate about, which can help them be productive and improve their work quality. The benefit of this is that they are determined to complete a task without breaking concentration.??

• Working well under pressure

The ability to be very proactive and better adjust to change are other symptoms of individuals with ADHD. Often, if under time constraints, there is a stronger chance of the task at hand getting completed. Georgina highlighted that she has a personal trait for herself, she is “obsessed with being on time”, which comes as a direct result of putting herself under those same time constraints.?

• Energetic

Some individuals with ADHD often have seemingly endless amounts of energy that they’re able to channel this energy in the workplace.

“If I’m not doing lots of things, I’m not living life to the full.”

Positive energy is one of the most powerful and important predictors of individual and organisational success. It also leads to higher levels of work satisfaction, performance and productivity.?

• Spontaneity

Some people with ADHD can turn impulsivity into spontaneity. They may be the life of the party or maybe more open and willing to try new things, break embrace and value change. Over time, it enhances your ability to be flexible as you become more comfortable dealing with a situation as it develops. Georgina says this can be great at work as it enables her to think on her feet and adapt to certain environments very quickly -

“I am able to read the energy of the room and can be a chameleon if I want to be.”?

• Open book

It is also common for people with ADHD to overshare information which can be to do with people-pleasing traits. However, this can be a positive, “especially when working in sales, you open up to people very quickly and people are able to trust you easily”.??

The 6 potential benefits of ADHD that were highlighted should not overshadow the very real challenges that individuals with the condition may face, including difficulties with academic and professional performance, social relationships, and mental health. It's important for individuals with ADHD to receive appropriate support and treatment to help them manage their symptoms and achieve their full potential.??

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What can organisations do to improve the workplace experience for individuals with ADHD???

“Be open, honest and be proud - don't be embarrassed to ask for support if you need it!” - Georgina Kennedy.

Having an open honest working relationship with your manager is imperative, which will enable you to bring your whole self to work, or to understand yourself fully.?

• Start by raising awareness - talk amongst your team, discuss symptoms and raise awareness of the benefits that this diversity can bring to our organisations.???
• Encourage employees to speak openly about their diversity whether it's ADHD or another neurodiversity. Silence is the scariest thing of all, and a lack of knowledge can bring rise to many misconceptions.???
• Work to create an environment where everyone feels comfortable by sharing who they are. Provide a quiet workspace without interruption to limit distractions and tools and resources. Tools such as organisers, reminder apps, and noise-cancelling headphones can help individuals with ADHD manage their symptoms and be more productive at work.??
• Leaders should give clear and written instructions, establish deadlines and offer organisational training. Break tasks into smaller steps: large tasks can be overwhelming for individuals with ADHD. Breaking down tasks into smaller, manageable steps can make it easier for individuals to focus and stay on track.??
• Offering regular feedback can help individuals to remain on task and feel more confident in their work.??
• Offer flexibility: Flexibility in work hours or working remotely can help individuals with ADHD manage their symptoms and better cope with stress.??
• Provide support: Providing access to mental health services or support groups can help individuals with ADHD manage their symptoms and improve their overall well-being.??

As a society, we need to raise awareness of ADHD and the ways employers can help enhance employees' performance and success. Employers who provide the right support and accommodations can positively impact the lives of individuals with ADHD, leading to a more productive, efficient, and inclusive work environment.??

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Helpful People and Resources:?

• Georgina Kennedy (Account Executive at Cognassist & Top 50 Influential Neurodivergent Women 2022)?
• Adam Pomerenke (Interim Head of Recruitment at Americold)?
• UK Adult ADHD Network: https://www.ukaan.org/ ??
• ADHD Foundation: https://www.adhdfoundation.org.uk/ ??
• Ellie Middleton, Autistic & ADHD creator: https://www.dhirubhai.net/in/elliemidds/ ??
• Max Siegel, LGBTQIA+ speaker, DEI consultant, Neurodiversity: https://www.dhirubhai.net/in/maximiliansiegel/ ??
• NHS: https://www.nhs.uk/conditions/attention-deficit-hyperactivity-disorder-adhd/living-with/ ??
• Betterhelp: https://www.betterhelp.com/advice/adhd/?utm_source=AdWords&utm_medium=Search_PPC_c&utm_term=PerformanceMax&utm_content=&network=x&placement=&target=&matchtype=&utm_campaign=16929735023&ad_type=responsive_pmax&adposition=&kwd_id=&gclid=Cj0KCQiA_bieBhDSARIsADU4zLeGz6AfFahbcUs3p47AKofqZjrf2LHxGMArHcfAPFWurUu7MVUBTiEaAr6pEALw_wcB ?

Please have a read of our previous articles here:?

Article 1 >? Is The Gender Pay Gap a Myth? ?

Article 2 > What does the collapse of Silicon Valley Bank mean for the UK tech market? ?

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ERUPT: Excellence in Leadership?

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ERUPT will focus on how organisations are navigating the uncertainty, challenges, opportunities and growth trajectory over the course of 2023 and beyond.??

Sign up free here: https://www.goerupt.com ?

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About Annapurna ?

At Annapurna, we are focused on building teams, powering growth.??

We provide the highest quality values-led recruitment service delivered by the best consultants, utilising a search methodology derived from a passion for innovation, thought leadership and outstanding corporate social responsibility.?

We are truly passionate about opening up opportunities that will help you grow and sustainably scale using data-driven decision-making.??