Why creative businesses don't just need ADHD awareness it's time for ADHD action!

There's a paradox between creative industries & neurodivergent talent.

Creative businesses NEED neurodivergent talent - for our strengths, but they don’t always create environments that support us.?

This may sound harsh but it's what I hear from many of my clients, and have also experienced myself.

I may sound like I'm getting on my soapbox here, but often agencies don't provide support because they aren’t sure how to support people, or where to start. Read on for practical tips.

I was on an away day with my old team last year at a media agency where the head of my department listed all of the things we needed to do more of as a a business:

• Innovative thinking - outside the box
• Different ideas
• Understanding culture
• Challenging the norms
• Pushing boundaries beyond the briefs we’re given?
• People who understand audiences inside out
• Thinking of lots of new ideas?

These are all things that neurodivergent people bring in spades. People who are neurodivergent, think differently and often have strengths of ideas and creativity, innovation and social intelligence - really useful skills in marketing, media and advertising.?

It's estimated that around 1 in 5 people are neurodivergent, and many more in the creative industries of advertising, marketing and PR.

Yet we have a problem.?Creative businesses who need more neurodivergent talent, don't know how to support or retain people when they are there.

This ADHD awareness month I’d like to see more creative businesses not only raising awareness around ADHD, but also taking action.?

Ways creative businesses can support neurodivergent talent:?

1 - Educate your business with awareness sessions

Awareness is important, so EVERYONE sees supporting neurodiversity as their responsibility, and to encourage conversations. It's estimated that 1 in 5 people are neurodivergent so it's important that all employees are educated on neurodiversity to help open people's minds about different ways of working.

No, this isn’t just a HR thing. This involves managers, individuals and the business working together and talking to each other.?

It’s important to create a culture where people can work differently without judgment, and most importantly where people are treated like human beings not just human doings.?

2 - Treat individuals like adults

If your employee is asking for support assume good intent. No one wants ‘special treatment’ But people do want to be able to do their jobs to their best of their abilities, which might mean you need to be a bit more flexible.

Assume competence and good intent, unless proven otherwise.?

3 - Upskill the support team

If someone asks for help with ADHD and your HR team don’t know about Access to Work or reasonable adjustments then you need to train them. Only 21% of HR teams have had training on neurodiversity according to the City & Guilds foundation report.?

More on Access to Work here.

4 - Make simple changes which benefit ALL employees (and help out your neurodivergent colleagues)?

• Agendas for meetings?
• Making sure 1:1 check-ins are actually checking in on people, not just going through the to do list?
• Asking everyone their communication preferences
• Clear deadlines for tasks?
• Regular feedback (both positive & constructive)

5 - Get expert support

If you don’t know how to support people with ADHD, that’s OK you’re not an expert!

If you need help upskilling your HR team or helping employees with ADHD I’ve developed employee and employer toolkits and workshops so your team can develop the skills needed to help people.?

Many of my clients also get ADHD coaching which is funded by their employers so they can learn to work with their ADHD and figure out what they need.?

6 - Tell your employees to apply for Access to Work

Access to work provides up to ￡69k funding PER PERSON PER YEAR for people who have neurodevelopmental conditions including ADHD, dyslexia, dyspraxia, and autism. You do not need a formal diagnosis to apply - many people are on waiting lists, or self-diagnosed.

?As an employer you need to sign off they work there and fund some equipment (80% is funded by Access to Work). Employees can get access to virtual assistant support and 1:1 ADHD coaching which can be life-changing.

Coaching and support workers are fully funded by Access to Work and come at no cost to the business as all costs are fully re-imbursed.

This is the difference ADHD coaching can make:

"Charlotte has massively helped me with ways to tackle my triggers, and proactive tools I can use to stop me from spiralling and becoming overwhelmed. I felt very negative and like I would never be able to 'fix' the way I was feeling, but I've come to realise it's not about fixing my ADHD, but actually that I can use it in my favour in so many ways within my role that others may not be able to."

Access to work funds ADHD coaching, equipment and support so your employees can get specialist help they need, and this helps with abscences due to burnout and with employee retention.?More info here. Gov website here.

7 - Remember many of your neurodivergent employees won’t have told you they are neurodivergent.

Stigma is real and people don’t want to be seen as different or othered.?

Many people don’t tell their employers they have ADHD, especially if there isn’t enough education or support for them.?

However, by making small changes and generally creating a flexible work environment with good communication and compassionate managers many employees who are neurodivergent will benefit.?

8 - Remember everyone who is neurodivergent is different

If you want to support people, don't create a one size-fits all approach. Ask them what works for them and keep on communicating.

Supporting neurodivergent people doesn't need to be expensive or complicated, often things like listening to people, providing regular feedback and checking in on people makes much bigger difference than a neurodiversity policy.

If you'd like expert support in making your creative business more neuroinclusive - talk to me :) Slide into my DMs.

I have over a decade of experience working in global creative and media agencies, over 115+ hours and am an AACC ICF Level 1 certified ADHD coach with over 400+ hours of ADHD coaching experience.

You can find out more about how I work with creative businesses here.

If you're interested in 1:1 coaching - discover more here - I take Access to Work funded, employer funded or privately funded clients.