{"id":18593,"date":"2023-10-24T22:32:29","date_gmt":"2023-10-24T22:32:29","guid":{"rendered":"https:\/\/mysourcefunding.com\/leadership\/how-companies-can-promote-a-culture-of-inclusion-for-adhd-employees\/"},"modified":"2023-10-24T22:32:31","modified_gmt":"2023-10-24T22:32:31","slug":"how-companies-can-promote-a-culture-of-inclusion-for-adhd-employees","status":"publish","type":"post","link":"https:\/\/mysourcefunding.com\/?p=18593","title":{"rendered":"How Companies Can Promote A Culture Of Inclusion For ADHD Employees"},"content":{"rendered":"
\n

October is ADHD Awareness Month\u2014and nowhere does this learning difference need to be more understood than in the workplace.<\/em><\/p>\n

Fully one-fifth of adult Americans\u201465.6 million employees nationwide\u2014have some form of learning and attention difference. The wonder is not the staggering number of neurodiverse individuals, but how the workplace thus far has largely failed to accommodate the needs of such a significant minority.<\/p>\n

My son is one of these neurodiverse workers, having been diagnosed with Attention Deficit Hyperactivity Disorder (ADHD) at age 12. Though his diagnosis did not come without its challenges, we were always able to adapt his learning to his unique brain wiring. Today, he leverages those differences in his role as a successful software engineer\u2014but not every neurodiverse employee is so fortunate.<\/p>\n

\u201cUnfortunately, stigmas still exist (and persist<\/em>) around neurodivergence in many corporate cultures,\u201d says certified ADHD coach Ryan Mayer. \u201cThe lack of awareness and understanding about neurodivergence in the workplace has shaped negative stereotypes.\u201d<\/p>\n

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In honor of ADHD Awareness Month this October, I connected with Mayer to learn more about the needs and strengths of this often-misunderstood employee demographic. Here\u2019s what we covered.<\/p>\n

What ADHD is like<\/strong><\/h2>\n

For those of us who have never experienced life from a neurodivergent perspective, it can be hard to imagine what it feels like. \u201cDo you have mundane aspects of your work that you don\u2019t particularly enjoy? Of course\u2014everyone does!\u201d says Mayer. “While those with standard (\u2018neurotypical\u2019) brain wiring may not like<\/em> doing boring tasks, they are still able to accomplish them when called upon to do so.\u201d<\/p>\n

But it\u2019s different for those with ADHD. \u201cHave you ever tried writing your name with your non-dominant hand? That\u2019s basically what it feels like for us ADHD folks to initiate and complete tasks that our brains don\u2019t find interesting,\u201d says Mayer.<\/p>\n

Other common symptoms of ADHD include distractibility, inattention, forgetfulness and impulsivity\u2014all of which can affect a person\u2019s professional performance. In the workplace specifically, Mayer says that ADHD can present significant challenges in time management, organization and completing tasks in a timely manner.<\/p>\n

One example would be Mayer\u2019s own internal resistance to completing sales expense reports. \u201cDespite the clear benefit of getting back my own money that I had spent on business activities, I\u2019ve admittedly left hundreds of dollars on the table over the years,\u201d he says.<\/p>\n

Dealing with the stigma<\/strong><\/h2>\n

Individuals with ADHD or other neurodivergences often encounter negative stereotypes that they\u2019re \u201clazy\u201d or just need to \u201ctry harder.\u201d But it\u2019s not that simple.<\/p>\n

\u201cAlong with millions of my neurodivergent brothers and sisters, I have endured this unfair treatment for the majority of my career,\u201d says Mayer. He cites his inability to effectively complete administrative functions in past roles, despite the fact that he put in extra time outside of office hours in an attempt to finish these tasks. \u201cWhile this weakness is a direct result of my ADHD, it feeds into the stigma that ADHD people are lazy,\u201d he says. And yet Mayer\u2019s struggles were with the way his brain is wired\u2014not with laziness.<\/p>\n

\u201cTo remove any remaining stigma around neurodiversity in the workplace, individuals (with or without ADHD) can educate themselves and others about ADHD and similar conditions, advocate for neuroinclusion, and promote a culture of acceptance and understanding,\u201d says Mayer. \u201cThe first step towards this is overcoming the inaccurate portrayals of neurodivergent people that have emerged over the last three decades.\u201d<\/p>\n

At the organizational level, leaders can create and support Employee Resource Groups (ERGs), as well as seek out neuroinclusion training. Employers can also provide a list of proactive workplace accommodations for all employees. \u201cThis can include flexible schedules, clear communication, adjusting the work environment (ie: having quiet spaces where employees work if they are feeling overstimulated), and access to tools and resources that can help manage symptoms such as a standing desk and work checklists,\u201d says Mayer. \u201cIn a past job, my desk was located next to the department printer, which made it very hard for me to stay focused. A simple relocation of my desk space helped to avoid distraction and stay on task.\u201d<\/p>\n

Turning ADHD into an asset<\/strong><\/h2>\n

What many people miss about ADHD and other learning and attention differences is that they\u2019re not all bad. In fact, for those with ADHD, the attention deficit for certain tasks is often offset by particular brilliance in other competencies. \u201cWe will outperform and outpace many of our neurotypical (\u2018normal\u2019) peers when conditions are right and the support we need is in place,\u201d asserts Mayer.<\/p>\n

\u201cAs a result of our core strengths of creativity, resourcefulness and drive,\u201d he continues, \u201cthose of us with ADHD are able to lead companies, industries and even global movements.\u201d Mayer points to companies like Tesla, Jet Blue Airways, and Virgin Media group, the band Maroon 5, the show Shark Tank<\/em> and shoe brand Steve Madden\u2014all of which are helmed by neurodivergent people.<\/p>\n

But you don\u2019t have to be a trailblazer to succeed as a worker with ADHD. When I asked Mayer what type of work is best for those with ADHD, he responded, \u201cNo brain\u2014neurodivergent or not\u2014is the same. Therefore, there is no \u2018one size fits all\u2019 answer when it comes to what career is best for people with ADHD.\u201d<\/p>\n

However, work that is dynamic, varied and allows for flexibility and movement can be of particular interest, he says. \u201cOccupations that require short, intense bursts of energy and focus such as Entrepreneurship, Emergency Medical Services, Entertainment and creative industries may be especially good fits for ADHD brains,\u201d says Mayer. \u201cAs I like to say, \u2018we are sprinters, not marathoners\u2019 due to our preference for careers that require hyperfocus during high stress moments, and our natural aversion to predictable kinds of work.\u201d<\/p>\n

Additionally, ADHD employees may benefit from a structured environment with clear expectations and regular feedback from management. What they need most, says Mayer, is support, understanding and acceptance. It\u2019s not all that different from what neurotypical employees need, is it?<\/p>\n

The asset of neurodiversity<\/strong><\/h2>\n

For those struggling to reframing their ADHD as a positive in the workplace, Mayer urges them to find work that works for their ADHD, rather than against it. \u201cWe must work in our strengths,\u201d he says. \u201cIt\u2019s not your fault<\/em> that you have ADHD, but it is your responsibility <\/em>to figure out how to manage it.\u201d<\/p>\n

At the organizational level, Mayer avers that it\u2019s easy to see people as the biggest expense and miss the fact that they\u2019re also the most valuable asset. \u201cNeurodiverse employees are valuable to the organization because of their unique perspectives, creativity and problem-solving abilities,\u201d he says. \u201cEmployees with ADHD may bring diversity of thought, which can help companies to stay innovative in a competitive marketplace.<\/p>\n

\u201cIt\u2019s time for corporate leadership teams to wake up to the reality that they have invisible talent hiding within their ranks.\u201d<\/p>\n<\/div>\n

Read the full article here<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

October is ADHD Awareness Month\u2014and nowhere does this learning difference need to be more understood than in the workplace. Fully one-fifth of adult Americans\u201465.6 million employees nationwide\u2014have some form of learning and attention difference. 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