Understanding the Impact of ADHD in the Workplace

For starters, who are we talking about?

How many people actually have ADHD?

• An estimated 265,000 U.S. children ages 3 to 5 years have been diagnosed with ADHD[1].
• An estimated 2.4 million U.S. children ages 6 to 11 years have been diagnosed with ADHD[1].
• An estimated 3.3 million U.S. children ages 12 to 17 years have been diagnosed with ADHD[1].
• Approximately 129 million children and adolescents worldwide between the ages of 5 to 19 years old have ADHD[7].
• More than 366 million adults worldwide have ADHD as of 2020[8].

Statistics on ADHD diagnosis in adults:

• An estimated 8.7 million adults in the U.S. have ADHD[4].
• Approximately 2.6% (139.8 million) of adults worldwide have persistent ADHD from childhood, which includes individuals who experienced childhood onset paired with continued ADHD symptoms into adulthood[8].
• Approximately 6.8% (366.3 million) adults worldwide have symptomatic ADHD, which includes individuals diagnosed with ADHD regardless of the onset age[8].
• The prevalence of worldwide symptomatic adult ADHD decreases with age; 18- to 24-year-olds contribute to more than 75.5 million cases of symptomatic adult ADHD, while individuals over 60 contribute to about 46.4 million cases[8].

What is the effect on running a business?

As leaders in the corporate world, we understand the importance of maximizing our workforce's potential. We will delve into the effects of ADHD in the workplace and ways managers can support employees struggling with this condition, all while ensuring an ADA compliant environment and maintaining high-quality work output.

Impact on teamwork

Certain symptoms of ADHD can create challenges for teams. A tendency for many ADHDers is to procrastinate. Their disorganization, their challenges with planning and managing work, and their poor estimation of the time required to accomplish certain tasks all lead to submitting work at the last minute. When working in a team, this can create havoc, as other members may have to scramble at the last minute to complete their tasks because of the late completion of assignments.

Furthermore, ADHDers can present with impulsive behavior where they blurt out things without thinking of their consequences, which can also create friction in the team. ADHD affects a person’s ability to control their emotions, which is one of the executive functions of the brain. Adults with ADHD often have had a lot of challenges and failures in their lives that makes them particularly sensitive to criticism. Employees with ADHD often struggle to control their emotions and may lose their patience easily. As a result, they are more likely to struggle with conflict at work.

The employee faces struggles in the workplace, not the least of which is the reaction of coworkers and supervisors. Areas that often lead to issues with coworkers and supervisors include poor planning skills, inability to transfer knowledge to others, difficulty learning new skills, and failure to follow through on commitments. Moreover, coworkers and supervisors may respond with avoidance, complaints, or interpersonal conflicts.

With?ADHD workplace coaching,?most ADHDers can overcome the majority of these challenges.

Having a team and supervisor who are?open to accepting a diverse workforce and embracing strengths can have a positive impact.

What does good management/leadership do to help those with ADHD?

As senior level executives, it is crucial for us to create a supportive work environment where employees with ADHD can thrive. Here are some strategies that managers can implement to assist team members struggling with ADHD:

1. Clear Communication: Provide clear and concise instructions, set expectations, and offer frequent feedback to help employees stay on track.
2. Flexible Work Environment: Allow for flexible work arrangements, such as remote work or adjusted work hours, to accommodate the individual needs of employees with ADHD.
3. Task Prioritization: Assist employees in breaking down complex tasks into smaller, manageable steps, and help them prioritize their workload effectively.
4. Training and Development: Offer training programs and resources on time management, organization skills, and coping mechanisms for employees with ADHD.

Maintaining ADA Compliance and work performance

While supporting employees with ADHD, it is essential to ensure that the workplace remains compliant with the Americans with Disabilities Act (ADA). Here are some tips to create an ADA compliant environment while maintaining high work standards:

1. Reasonable Accommodations: Provide reasonable accommodations, such as extended deadlines, noise-canceling headphones, or specialized software, to help employees with ADHD perform their job duties effectively.
2. Confidentiality: Respect the privacy of employees with ADHD and maintain confidentiality regarding their diagnosis and accommodation needs.
3. Performance Management: Focus on results and outcomes rather than the process, and provide constructive feedback to help employees improve their work performance.

By understanding the effects of ADHD in the workplace, offering support to employees struggling with this condition, and maintaining an ADA compliant environment, we can create a more inclusive and productive work environment for all. As leaders of organizations, is our responsibility to empower our teams to reach their full potential, regardless of any challenges they may face.

Any questions regarding this article please reach out to Jeff.Bastien@Rogersgray.com. Trainings within the MA Workforce Training Grant could potentially be used to subsidize management training for a workforce with ADHD.