UNDERSTANDING

ADHD *

A GUIDE FOR EMPLOYERS

Initiated and
funded by

*ADHD, attention deficit

hyperactivity disorder.
How this booklet can help
An introduction from Prof Harj Kaul

This booklet is useful if one or more of your employees has been

diagnosed with Attention Deficit Hyperactivity Disorder (ADHD).

It may be that they have known about their diagnosis through the educational
system and are very open to discuss basic, simple adjustments that allow them
to maximise their performance in their job role. On the other hand, they may
be newly-diagnosed and may require some initial and empathetic support and About ADHD 04
collaborative working to find out what best works for both of you to improve their
performance, capability and sustained attendance in their working environment. Employing and managing people with ADHD 16
If your training, experience or knowledge of this specific neurodiversity
diagnosis is limited, it’s possible that you may have picked up some ADHD and recruitment 20
misconceptions about ADHD.

The aim of this booklet is to help all line managers and employers to support
Helping your people with ADHD to perform at their best 22
employees with ADHD in a positive and proactive way.
Career development for people with ADHD 33
Every employer seeks to recruit and retain the best talent for each role in their
organisation. As an advocate of neurodiversity as a competitive advantage
I hope this booklet, with its clear insight into current thinking and best Confidentiality and ADHD 36
practice around ADHD, will help you achieve this aim for your organisation’s
effectiveness and work colleagues wellbeing. ADHD support networks within the workplace 38
Prof Harj Kaul FRCP FRCGP FFOM
Consultant Occupational Health Physician Top tips to help your people with ADHD succeed at work 40
Honorary Prof Medical Education, Leicester University
What’s coming? 46

Resources 48

This booklet was edited, in collaboration with Takeda, by Prof Harj Kaul. References 51

3
 About ADHD
What is ADHD?

Attention Deficit Hyperactivity Disorder or ADHD is a neurodevelopmental What causes ADHD?2

disorder that affects behaviour. In the brain of a person with ADHD,
levels of certain chemicals called neurotransmitters are altered.1 This ADHD is a complex condition
disrupts the connections within the brain, particularly in two areas that are with multiple causes. Genetic and
important for planning tasks and controlling impulses. environmental factors are thought
to play a part, but our understanding
remains incomplete. Research
Symptoms of ADHD vary by suggests that ADHD tends to (e.g., premature birth, low birth weight
individual, but tend to involve run in families. Environmental or prenatal tobacco exposure), social
inattention, hyperactivity or factors that may play a part include or economic risks (e.g., single-
impulsivity. These symptoms can pregnancy and early childhood risks parent households, paternal history
make social, academic or working of antisocial behaviour, maternal
life difficult for a person with ADHD. depression, poverty) or exposure
Research into ADHD has been to harmful substances (e.g., lead or
ongoing since ‘hyperkinetic disorder’ certain pesticides).
was first recognised as a clinical
diagnosis in the 1930s.2

4 About ADHD 5
 How does ADHD
affect people?
Presentations of ADHD

There are three different presentations of ADHD1 Symptoms of ADHD

It’s likely that all of us experience the challenges listed below, at some time
in our lives. The difference for people with ADHD is that they are not able
to control these tendencies, because they are symptoms of a neurological
disorder rather than behavioural choices. Some people with ADHD show all
Mostly hyperactive/ Combined type –
Mostly inattentive these symptoms while others show only some.1 ADHD symptoms may change
impulsive type – individuals have
type – individuals as people get older.
individuals mainly symptoms of inattention
mainly have
have symptoms and hyperactivity/
symptoms
of hyperactivity impulsivity in more-or-
of inattention
and impulsivity less equal amounts
Symptoms of inattention1
• Difficulty staying focused –
e.g., when filling in a form
• Difficulty keeping to deadlines
• Forgetfulness – e.g., paying
bills, returning phone calls or
going to appointments
• Losing things regularly,
such as keys or wallet
• Getting easily distracted
• Making frequent mistakes at work Symptoms of hyperactivity
or during other activities and impulsivity1
• Difficulty keeping things • Difficulty sitting still
organised and tidy • Feeling restless or impatient
• Being talkative or often
interrupting conversations
• Intruding into, or taking over,
what others are doing
• Acting quickly without thinking,
e.g., darting into the street
without looking

6 How does ADHD affect people? 7

 Strengths and talents
of individuals with ADHD
Not afraid
Quick-thinking
Unfazed
Like all of us, people with ADHD are individuals with their own strengths and
weaknesses. However, people with ADHD may have a tendency towards Useful in a crisis
certain characteristics and capabilities that bring significant benefits to • Not intimidated by volatile,
organisations. This is reflected in the many successful businesses that have uncertain or chaotic situations
been founded by people with ADHD.3,4 • Able to quickly absorb large
amounts of information from
diverse sources
• Can evaluate multiple creative
options at high speed

Link ideas
Creative
• Diffuse attention allows for rapid
Share thoughts
switching between aspects of a Energy
task or project
• Flexible associative memory allows
Motivation
for distantly-related ideas to be
remembered and linked
• Impulsivity allows for ideas to be
readily shared
• Energy helps to keep a team
motivated

These ‘special skills’ may be capitalised on by

employers while letting employees with ADHD gain
satisfaction from their work. However, employees
with ADHD may not be able to bring their skills to
bear without the support and understanding of their
Hyper-focused colleagues and employer. A lack of support is often
Focus • Able to focus on
the reason why people with ADHD leave their jobs.

Dedication one topic or task

to the exclusion
Concentration of all else

8 Strengths and talents of individuals with ADHD 9

 How many of us have ADHD? 1 0.6
ADHD is more common in males
than females, by a ratio of 1 to 0.6 6

ADHD affects people of all ages. 50–65% of children with

It is estimated ADHD experience its effects into adulthood 7
that around
1 in 30
adults has
ADHD5

10 How many of us have ADHD? 11

 What can happen when
Common myths about ADHD ADHD is not diagnosed?
Without diagnosis, the symptoms of ADHD can be misinterpreted as signs of
People with poor behaviour. This may lead to people with undiagnosed ADHD becoming
ADHD are ADHD is not a learning disorder. marginalised in workplace or social settings.
slow learners ADHD affects people in a similar

✗ way, whether they have high,

medium or low IQ scores.8
✓ Problems associated with ADHD in
adulthood include substance misuse,11
injuries and accidents,12 financial
difficulties13 and problems with personal
and workplace relationships.13
ADHD isn’t a real Only a specialist physician can make a diagnosis of
disorder. The ADHD.1,9 Multiple ‘diagnostic criteria’ must be met.
diagnosis is made Besides a clinical interview, an individual’s medical,
up by badly- psychiatric, educational and employment histories Diagnosis, treatment and
behaved people will be evaluated. People with ADHD sometimes have environmental changes are all aimed
at reducing the likelihood of these

✗
a long wait for assessment, and the process can be
complicated by psychiatric conditions that may occur harmful outcomes. For employers,
alongside ADHD such as depression or anxiety.10
✓ this means creating an inclusive
environment so that all employees
can perform to their full potential.

Employees Certain characteristics associated with ADHD

with ADHD (e.g., rapid switching between aspects of a task
will hinder to find solutions where others may not, the ability
my business to ‘hyperfocus’ on one topic to the exclusion of all

✗ else, or being able to quickly absorb a large amount

of information) can give a positive boost to the
capabilities of a team. Successful business leaders
with ADHD include chef Heston Blumenthal3 and
the founder of Virgin Group, Richard Branson.4
✓
12 Common myths about ADHD 13
 How is ADHD treated?9
There’s no ‘cure’ for ADHD, but once diagnosed it can be treated and managed Treatment options Baseline assessment
according to the type and severity of ADHD, and the circumstances of the
person with ADHD. If ADHD symptoms are still causing Before starting any medication,
problems after environmental people with ADHD should have a
modifications have been made, a full ‘baseline assessment’ covering
Structured discussion
person with ADHD, together with mental health, social, personal and
This takes place between a person The conversation covers social, their physician, may decide to begin employment circumstances, as well
with newly-diagnosed ADHD and relationship and employment treatment. This could involve one of as physical health to include any
their specialist physician. The considerations and any co-existing several prescription medicines. current medications, height and
discussion begins by talking through neurodevelopmental or psychiatric weight, pulse, blood pressure and
the benefits of diagnosis, such as issues. The question of environmental Alternatively, a ‘non-pharmacological’ cardiovascular health.
having a better understanding of modifications to reduce ADHD approach might be selected. This
symptoms, getting access to support symptoms is an important topic might be preferred by those who
services and a chance to build on for discussion as it touches on have difficulty taking medicine, have
personal strengths. It also covers the workplace considerations. tried medicines and found them
possible stigma and ‘labelling’ that ineffective, or have made an informed
can follow a diagnosis, as well as the choice not to take medication.
risks associated with self-medication
or substance abuse. This approach would involve a
structured course of cognitive
behavioural therapy (or ‘talking
therapy’). Whichever treatment
pathway is chosen, regular monitoring
of symptoms should be maintained.

14 How is ADHD treated? 15

 Employing and managing
people with ADHD
What type of work may suit a person with ADHD? How should people with ADHD be supported in the workplace?
Like everyone else, people with ADHD have a broad range of interests, skills, Learning about ADHD Support during diagnosis
likes and dislikes. This variety of thinking is part of what makes us human – The most important thing that A specialist healthcare professional
and a good reason to make workplace teams as diverse as possible. However, an employer can do to support may want to examine an individual’s
there are requirements associated with certain roles that could make them their employees with ADHD is to employment record as part of the
better suited for people with ADHD. get educated. Find out about the process of diagnosis. If an employee
condition, show understanding and undergoing clinical examination
a reasonable degree of flexibility requests these, an employer can play
It’s likely that an individual with ADHD – and ensure that the employee’s their part by providing them.
may respond well to a structured colleagues are doing the same.
Or the employer can provide a factual
working day, the opportunity
report of their observations in the
for physical movement, regular
working environment as part of the
stimulation, regular feedback and a
total diagnostic assessment process.
good fit between their work and their
interests. All these things tend to help The process of evaluation – as well
people with ADHD stay focused. as the diagnosis itself – can be a
major life event for an adult whose
ADHD symptoms have never been
understood by colleagues, friends
and family, or even their classmates
Work that is characterised by long and teachers back in childhood.
periods in isolation, monotonous
or repetitive tasks or the need for For an employer who has been
sustained periods of attention in made aware that an individual is
a safety-critical environment may being evaluated for ADHD, this is an
be particularly challenging for people opportunity to show understanding
with ADHD. and support, as we would for any
employee receiving a significant
medical diagnosis.

16 Employing and managing people with ADHD 17

 How should people with ADHD be supported in the workplace? Misunderstanding the symptoms of ADHD
Environmental modifications The traits of individuals with ADHD can be misinterpreted. When these are viewed
Our logical aim as employers is to build diverse, productive, well-motivated as evidence of poor behaviour rather than symptoms of a condition, people
teams. This should mean that people with ADHD are treated with understanding with ADHD can be made to feel misunderstood, marginalised and frustrated.
and flexibility as a matter of course. A better understanding of the condition among colleagues can lead to a huge
improvement in the wellbeing and work performance of a person with ADHD.
Current UK clinical guidelines for ADHD diagnosis and management
highlight the importance of environmental modifications to reduce the impact Common Explanation
ADHD trait
of symptoms on individuals with ADHD. Environmental modifications are misinterpretation of ADHD trait
changes that are made to the physical environment in order to minimise the
impact of a person’s ADHD on their day-to-day life. Appropriate environmental Rudeness, Employee with
modifications will be specific to the circumstances of each person with ADHD aggression, lack of ADHD is interested
and should be determined from an assessment of their needs.9 Interrupting interest in the opinions and wants to pick
9 others of others, lack of up on an important
Examples may include:
respect for social or point before they
• Changes to seating arrangements workplace norms forget it
• Changes to lighting and noise
• Reducing distractions
Employee with
• Optimising education or work to have shorter periods of focus
ADHD is trying to
with movement breaks Rudeness, lack of
use movement as
• Reinforcing verbal requests with written instructions Fidgeting self-control, ‘hiding
an outlet for excess
something’
energy, to focus on
the speaker

Part of ADHD,
Laziness, likely to be as
lack of ability, lack upsetting to the
Forgetfulness
of interest in work person with ADHD as
or colleagues to colleagues, but
can be mitigated

Part of ADHD,
likely to be as
Distraction, Laziness, lack of
upsetting to the
lack of interest in work or
person with ADHD as
attention colleagues
to colleagues, but
can be mitigated

18 Employing and managing people with ADHD 19

 Planning the interview
ADHD and recruitment If the recruitment process requires forms
to be completed, consider offering support
Job advertisements Ensure the assessment Consider allowing
process is clearly a trusted person to
Organisations looking to build diverse teams try to achieve outlined, and include accompany the candidate
this by drawing new talent from the widest possible pool. written confirmation of to the interview as
Effective job advertisements are written with this in mind. appointment times a supporter
These examples of good practice may help you
reach further for your new hires. Try to minimise distractions around the
interview environment, e.g., phones ringing,
Be clear that applications Make it known that the organisation interruptions, views of busy offices
are being sought from takes a positive, proactive attitude
all candidates with the towards equality and diversity, Consider providing core interview questions
right experience and continually working towards a more in advance, and allowing candidates to bring
qualifications supportive and inclusive environment notes with them

Avoid excessive jargon Explain that inclusive working

or mention of skills and extends to the recruitment
experience that aren’t process, which is flexible and
needed for the role allows for individual needs
Managing the interview

Be specific. It’s better to ask: If a candidate appears to be

“What was your role in the struggling to collect or articulate
Interviews, work trials and skills testing project?” than to ask a candidate their thoughts, encourage them to
to “expand on that” take time before answering
Considering the needs of candidates with ADHD might lead to a re-think
of your whole assessment process. Is a long interview, held to a standard Be prepared to repeat questions, where necessary
format, really the most efficient way to size up a candidate? How many
potentially brilliant new hires will self-exclude from a process they find opaque Keep it straightforward: Make allowances for candidates whose ADHD
and intimidating? It may be that an informal chat followed by a test of essential candidates with ADHD might cause them to interrupt, speak too much
skills is a more accurate way of making an assessment. Here are some top tips find it difficult to wait for or appear distracted or disinterested. Their
for re-imagining the interview process with neurodiversity in mind. the end of long questions fidgeting or aversion to eye contact may be
containing multiple their way of maintaining their concentration
clauses and managing their natural anxiety

20 ADHD and recruitment 21

 Helping your people with Avoid overwhelming the new
starter by limiting introductions

ADHD to perform at their best

on day 1 to close colleagues

New starters
A structured induction plan is good to have in place for anyone new to your Try to make the orientation ‘tour’
organisation, and it’s particularly important for people with ADHD. Simple steps around the environment as clear
taken by employers can make a huge difference for a person with ADHD in a and structured as possible,
new environment. Besides being quick to implement, these steps will help the accepting that the ‘onboarding’
new starter to become settled and productive, and encourage others around the may be best delivered over a few
weeks rather than a few days
organisation to take time to consider the individual needs of their new colleague.

Confidentiality: ask whether the new

starter would like their ADHD to have Ensure line managers, colleagues
been mentioned in advance to their and HR* personnel are properly trained
colleagues, or do they wish to share and aware of their responsibilities The first
the diagnosis in their own time
Check the nature of day at work
the new starter’s ADHD
– available from their
diagnostic assessment
Be proactive in discussing
Have a ‘plan B’ in place. sensory differences (e.g., to
Ask whether there
The new starter may find noise or lights) and be ready
are potential issues
themselves overwhelmed to work together on optimising
with the working
in a new environment, and Preparation environment or the new starter’s workspace
may need some quiet time for the practices
and space to stay on track first day
Providing a suitable
Consider what
experienced empathetic
training and
buddy or peer supporter
assessment needs
in their direct working
may be likely for
environment for the first few
the new starter
months may be helpful
Consider what flexible or Highlight areas that are for social
home working arrangements interactions, project discussions,
may apply. These could allow production or practical work
Prepare a map of the new starter to take advantage
the building, including of ‘quieter time in the workplace’,
a seating plan recognising that these potential
flexibilities may need to be Ask line managers to
gradually introduced as they draw up a timetable
establish themselves within for week one
the organisation
22 Helping your people with ADHD to perform at their best 23
*Human Resources
 Conducting a workplace needs assessment – if required

The aim of a workplace needs It’s best for this assessment to A report is then produced,
assessment is to consider the happen shortly after a new employee containing recommendations for
employee’s role, work environment with ADHD has started in their role. enviromental modifications or other
and responsibilities, and to explore A support worker or ‘trusted friend’ potentially helpful adjustments.
the changes to working environment may also join if desired. These might include the use of
(i.e., environmental modifications) assistive technology, changes to
and practices that will help the working practices, access to a quiet
employee perform to their full place or other changes to support
potential. The assessment should wellbeing and performance at work.
be carried out by a specialist with
experience in the workplace needs
of neurodiverse people, and should
suggest answers to the challenges
faced by the employee as a result of
his or her ADHD.

24 25
 Environmental modifications and other potentially These adjustments don’t have to be complex or costly.
They fall into four categories:
helpful adjustments

Besides offices, people with ADHD work in foundries and dairy farms, shops,
boardrooms, building sites, churches, dockyards and hospitals – sometimes
travelling between multiple sites or settings that are not under the control of
their employer. Many more will work from home. Here are some top tips for
environmental modifications and other potentially helpful adjustments that allow
for this diversity of employment settings, keeping the scope for adjustments fairly
wide and taking account of the needs of the employers who will plan, implement
and fund them.

Physical changes to Changes to

the work environment working practices

Training and coaching Assistive technology

The mix of proportionate and balanced adjustments you settle on will depend
on the role and workplace setting, the type of organisation and the individual
needs of the employee with ADHD. Discussions about what modifications or
adjustments to make should follow a workplace needs assessment.

26 Helping your people with ADHD to perform at their best 27

 Physical changes to the work environment

The aim of environmental modifications for people with ADHD is to avoid sensory
overload. As with all adjustments, these will depend on the type of working
environment and the needs of the employee. Common areas for change include: Changes to working practices

• Desk partitions Small changes to working practices can go a long way in supporting employees
with ADHD. At the heart of these adjustments will be awareness and
• Low or adjustable lights
understanding of ADHD on the part of managers and colleagues. The following
• A quieter working area options might be discussed and explored with an individual with ADHD.

• Access to printed as well as on-screen materials • A structured working day could be

provided, where possible
• A wall planner to visually highlight appointments
• ADHD should be considered when tasks
• Control over the working area: hot-desking can lead are allocated, with the aim of playing to
to anxiety for people with ADHD the strengths of an employee with ADHD

• Verbal instructions may be backed by

notes or diagrams, where possible
Home working
Many organisations have extended support to home-workers • Flexible hours and home working allow
over recent years, encouraging them to consider the efficiency employees to take advantage of ‘quiet
and safety of their working environment at home. In the same time’ for their work
way, adjusting and optimising the home-working environment
with ADHD in mind should form part of the workplace needs • Certain tasks should be demonstrated
assessment for employees with ADHD. and supervised (be particularly cautious
where safety-critical work is concerned)

• On longer-term projects, employees with

ADHD may benefit from more frequent
project reviews and feedback, focusing
on positive progress to date and what
further requirements are required before
the next review

28 Helping your people with ADHD to perform at their best 29

 Training and coaching Assistive technology

For the employee with ADHD It may be that an employee with ADHD is already making use of software apps
to help them with the activities of daily life, as well as their work. The following
Support the person with ADHD as they develop their own strategies to manage technology may be helpful:
their work more efficiently. Consider specialist ADHD coaching and keep in
mind a government grant may be available to fund this, e.g., Access to Work. • Voice recognition software

• Spell-checking and proofreading apps

For colleagues and managers • Apps that organise and prioritise ideas or activities
Training in ADHD awareness will provide context for adjustments. It will
• Project management apps
explain why an inclusive workplace culture requires the support of the whole
organisation, as well as emphasising that the organisation is neurodiverse • Timers, for employees who are easily distracted and may lose track of time
positive. It’s also a chance to explain why adjustments need to be respected
within the organisation’s equality, diversity and inclusivity policies. • Noise-cancelling headphones

• Changes to monitor settings

• Reading pens

Technology isn’t a panacea but a number of tools are already freely available
through accessibility functions within common browsers and global software.
Employees who use technology to help manage their ADHD should consider the
need for balance and self-monitoring, in the form of ‘tech-free’ time and spaces.

30 Helping your people with ADHD to perform at their best 31

 Career development for people
Government funding for individual workplace needs
with ADHD
A Government scheme called An inclusive approach to career development
Access to Work provides Organisations generally allow the strengths and weaknesses of individuals
funding for practical support to become ‘balanced out’ within teams. This may be of particular help where
to accommodate individual employees with ADHD are concerned. Responsibilities should be assigned
workplace needs in England, according to the strengths of individuals, allowing people with ADHD the
Scotland and Wales. Grants opportunity to capitalise on their strengths and play their part in the strong
depend on individual circumstances and may cover adaptations to equipment performance of their team and wider organisation.
or specialist support from a neurodiversity support worker or ADHD job coach.
Grants may also cover disability awareness training for colleagues. Dealing with concerns around ADHD and career planning
Employees with ADHD may be concerned that their diagnosis could hold them
With regard to IT equipment, the definition of ‘workplace’ can include an back from taking on additional responsibilities or being promoted. It’s important
employee’s home if they use it for work. for your organisation to show that career progression and development
opportunities exist for all staff, equally. It may help an individual with ADHD to
For the purpose of this scheme, it does not matter how much an employee have a career plan that emphasises their strengths, leading to a focus on what
earns. An Access to Work grant will not affect any other employee benefits and is possible.
they will not have to pay it back. An employer may need to pay some costs up
front and claim them back later from the Department of Work and Pensions,
which administers the scheme.

32 Career development for people with ADHD 33

 Training and development Appraisals and feedback

Alongside organisation-wide or role- Employees with ADHD might be Systems of workplace appraisals tend to be designed as we’d expect:
specific training courses, employees reluctant to take part in training
with ADHD may be especially because of fears around stigma
interested to train in: and the exposure of their perceived
weaknesses in public. It may help Delivered to an
• Time-management, to help them Appraisal annual ‘milestone,’
to take these steps towards more by and for feedback
prioritise and stay on track inclusive training activities: it often relates to
people who are tends to be activities that took
• Public speaking – especially useful • Provide a clear outline of relevant ‘neurotypical’ generalised and place weeks or
for those who might speak quickly course material nuanced months in the past
or have difficulty putting their
thoughts into words • Give visual aids to assist learning

• Active listening, with visual • Encourage engagement and

prompts to aid turn-taking participation through learning
in conversations and group activities These norms aren’t well suited
discussions to the needs of people with ADHD.
• Repeat key points throughout
Instead, try to give direct and
the session or summarise towards
documented feedback, with ongoing
the end
and regular HR support. People
• Leave a few minutes at the end with ADHD are likely to focus on the
of a session for questions and to negatives within feedback, especially
check that people have understood if they’ve had difficult workplace
the main points experiences in the past.

• Send contact details for

post-learning opportunities to
training providers Try to make feedback constructive and where issues are raised, discuss possible
solutions starting with the positives and then the developmental opportunities of
improvement, suggesting possible solutions. Ideally, jointly agreed.

34 Career development for people with ADHD 35

 Confidentiality and ADHD
Top tips for managing communications around ADHD • Be open when discussing the pros • Ensure that reasons for
and cons of whether, how and communications or training
• When discussing the issue of confidentiality with an employee who has when to discuss ADHD in general on ADHD are made clear to
ADHD, be clear that the default position of the organisation is to keep – or the employee’s diagnosis – colleagues. Information about
medical information confidential unless the employee wishes it to be shared with colleagues. Take into account ADHD or a specific diagnosis
the type and size of the team and isn’t being shared as a gesture
• Acknowledge the courage required of a person with ADHD to even organisation, working relationships of sympathy to an individual or
discuss the matter because of the confusion, stigma and general lack of and the positive impact that good to try and manage a conflict.
understanding that continues to surround neurodevelopmental disorders communications might have on The organisation is proactively
the effectiveness of your planned sharing information to move
workplace adjustments towards its stated aims on equality,
diversity and inclusion. These are
designed to attract and retain
skilled people from a variety of
backgrounds, improving the
performance of the organisation

36 Confidentiality and ADHD 37

 ADHD support networks Support between peers

in the workplace Many employees with ADHD find it beneficial to talk to their neurodivergent
peers. This can provide an informal but powerful support mechanism. However
supportive an HR professional or line manager is, they’re unable to experience
Formal support for employees the world in the same way as a coworker with ADHD, making colleagues a
Offering help particularly valuable source of advice.
Like all other
employees, those As employers, we may be able to An employee-led network can be
with ADHD who show support these valuable networks. helpful in recruitment, as it shows the
signs of mental health We could offer space for informal organisation is moving towards its
challenges should be meetings or networking events, stated aims on diversity and inclusion.
Staying in touch supported and given an intranet page for information People involved in the network may
A shift towards remote advice on where to turn and resources on ADHD, or be willing to provide direct support
or hybrid working for professional help. sponsorship for employees who to candidates with ADHD who going
Making connections means that, for Whether discussing wish to attend external events through the recruitment process,
Taking time to get to many organisations, these issues remotely or conferences on neurodiversity. or to their newly-hired colleagues.
know one another, to regular contact time or in-person, employers
discuss roles, to share between managers should know how
hobbies and interests, and employees is now to spot the signs
is a natural process timetabled. This is an of a person who is
for employees who important route for struggling, and be
spend their working managers to know their ready to direct affected
time together. For people, to stay abreast employees to the right
employers, this is a of major changes professional services.
good route to building in their lives and to
inclusive and loyal respond to any risks
teams, and a chance around health
for managers to identify and welfare.
and discuss challenges
in the lives of their
employees that might
affect wellbeing.

38 ADHD support networks in the workplace 39

 Top tips to help your people
with ADHD succeed at work
How can I play my part? A mentor or specialist coach can be a huge help to an employee
with ADHD during induction or first-time adult diagnosis and may
As an employer, your aim should be to remove as many barriers as possible, to be funded by a UK Government grant
allow your employees with ADHD to perform to their full potential.

Practical tips Disability training for colleagues can transform the

working environment for a person with ADHD.
For example, colleagues who understand that
Build trust and listen to your employees with ADHD. You won’t be able to being interrupted is a consequence of ADHD
remove workplace barriers until you’re made aware of them rather than rudeness are more likely to be
supportive towards employees with ADHD
Engage with other colleagues on ADHD. A supportive and inclusive working
culture is a necessary first step to recruiting and retaining people with ADHD Offer regular meetings and constructive
verbal and written feedback to your
employee with ADHD
Try to be proactive: workplace issues related to ADHD can be worked
through if they’re discussed early, before problems arise
Divide larger projects into segments,
each with a timeframe and ongoing regular
constructive feedback

Try to structure all tasks

Be flexible with work times and allow for short, regular breaks to
increase focus and concentration

40 Top tips to help your people with ADHD succeed at work 41

 Helping employees with ADHD to help themselves Task planner
If you’re an employee with ADHD, here are some top tips that may help reduce This template may be useful to employees with ADHD as they
the impact of ADHD at work. These assume that you’re working in a supportive plan certain tasks. It may be freely copied.
organisation that is already following good practice in diversity and inclusion,
as described in this book. This checklist may be freely copied. 1 WHAT I NEED TO COMPLETE THE TASK

1) 4)
3 3 3
2) 5)

Store your important 3) 6)

Set yourself a daily routine, Break down large tasks stationery items or tools in
with timings into small chunks the same place each day
2 WHAT I NEED TO DO

3 3 3 1)

2)

Keep your calendar and 3)

Use technology to to-do list updated, so
4)
help reduce distraction Use timer alerts to help your appointments and
and stay focused stay on track deadlines are together

3 NOTES:

3 1 3 3
2
3
Make sure that Don’t be afraid to speak to
Prioritise and mark ‘workplace adjustments’ your line manager or HR
your tasks: ‘for today,’ are in place and department if your ADHD is
‘for this week’ or ‘done’ discussed regularly causing you to struggle

4 HOW LONG WILL IT TAKE ME? 5 HOW WILL I REWARD MYSELF?

3

Stop work immediately if

your ADHD may be causing
a risk to safety

42 Top tips to help your people with ADHD succeed at work 43

 Practical tips for people with ADHD working from home
If you are not used to working from home, it can take some getting used to and
may take a little time to find out what works best for you. Here are a few tips that
may help you adjust to your home-working environment: Here are a few pointers on how to improve
• Have a daily routine so you know what needs doing and when the quality of sleep:

• Breakdown tasks into more manageable chunks

• Get regular exercise and have a healthy diet 3 3

• Switch off electronic devices when you’re
trying to focus on a task and around one hour

zz
before bedtime to help you relax
Avoid watching TV, playing
• Get a good night’s sleep computer games, using social
z media, eating or doing work while
Keep a routine – try to wake up in bed – these activities provide
Here are a few tips that may help you to organise your day: and go to bed at approximately the passive mental stimulation and will
same time every day only add to any sleep problems
• Use checklists to keep track of what needs to be done – use separate
checklists for work and household tasks

• Keep an up-to-date calendar on a phone or tablet – note down all work

3 3
deadlines, teleconferences and/or appointments, and things that need to be
done by a certain date

• Tick off tasks as they are completed on a phone,

tablet, Post-it® note, etc.

• Structure the working day – use daily time sheets and computer/phone
alerts to help keep track of tasks

• Use ‘In’ and ‘Out’ trays to sort jobs, for example, ‘Important for today, Avoid drinks containing caffeine
Complete this week, Pending or Done/waiting for response’ (e.g., coke, coffee or tea)
Avoid doing any exercise within or chocolate at least six hours
• Break up bigger tasks into smaller, manageable chunks and combine them two hours of bedtime before bedtime
with other activities to keep focused

• Schedule regular breaks into your day

44 Top tips to help your people with ADHD succeed at work 45

 What’s coming?
Employment and neurodiversity: shifts in culture and practice Health passports
NHS Employers has developed ‘health passports’ for employees. These contain
As employers, the way we recruit and relate to our people has progressed information on disabilities, long-term health conditions, mental health issues
significantly over recent years. Changing societal and workplace norms have or learning difficulties, as well as the adjustments that make for more effective
brought new practices and language around diversity, inclusion and employee working. The passports aim to avoid the need for employees to continually re-brief
wellbeing that would have been hard to recognise just a decade or two ago. new line managers on their individual needs, as they progress in their careers.
In particular, the positive cultural shift around neurodiversity looks set to continue.

Wellness Action Plan Wellbeing Charter

The mental health charity MIND The Department for Education also
recently launched a tool for promotes a more proactive approach
employers called the Wellness to employee wellbeing, through the
Action Plan, noting that ‘the focus Education Staff Wellbeing Charter.
is shifting from reactive management
of sickness absence to a more This encourages schools to anticipate
proactive approach of prevention and address questions around the
through promoting wellbeing and health, disabilities and wellbeing of
improving employee engagement.’ teachers, before problems develop.

Future trends
As we ask what we can do to attract and retain the best neurodiverse employees
in future, this trend towards a more proactive and positive approach from
forward-thinking employers gives a good indication of the direction we should
be heading in.

46 What’s coming? 47
 Resources
Further reading Support organisations
• Your duties as an employer – The Equality and Human Rights Commission • National Attention Deficit Disorder Information and Support Service (ADDISS)
• Advice on reasonable adjustments in the workplace – ACAS (The Advisory, • Access to Work – Government scheme providing funds for practical support
Conciliation and Arbitration Service) to accommodate individual workplace needs
• ADHD Employer Guide published by the Data and Marketing Association • ADHD Foundation
• NHS employee health passports published by NHS Employers • UK ADHD
• Delivered from distraction: getting the most out of life with Attention Deficit • ADHD and You
Disorder by Dr Edward Hallowell and Dr John Ratey • ADHD Europe
• The disorder of geniuses by Michael Ansel – a film about ADHD and how it • Scottish ADHD Coalition
affects people • Northern Ireland ADHD
• Fast Minds: How to thrive if you have ADHD (or think you might) by
Craig Surman and Tim Bilkey
• ADD-friendly ways to organize your life by Judith Kolberg and Professional organisations
Kathleen Nadeau
• UK Adult ADHD Network
• National Health Service
• Royal College of Physicians
• National Institute for Clinical Excellence

48 Resources 49
 References
1 American Psychiatric Association. Diagnostic and Statistical Manual of Mental Disorders.
Fifth Edition. Washington, DC: 2013.
2 Faraone SV, et al. Neurosci Biobehav Rev 2021;128:789–818.
3 University Herald, 22 December 2016: https://www.universityherald.com/articles/56426/
20161222/heston-blumenthal-adhd-schools-stop-stigma.htm [Accessed June 2022].
4 The Independent, 11 October 2012: https://www.independent.ie/lifestyle/health/from-jamie-
oliver-to-richard-branson-adhd-isnt-just-for-kids-28892712.html [Accessed June 2022].
5 Fayyad J, et al. Atten Defic Hyperact Disord 2017;9(1):47–65.
6 Willcutt EG. Neurotherapeutics 2012;9(3):490–499.
7 Lara C, et al. Biol Psychiatry 2009;65:46–54.
8 Katusic MZ, et al. J Dev Behav Pediatr 2011;32(2):103–9.
9 National Institute for Health and Care Excellence. Attention deficit hyperactivity disorder:
diagnosis and management. NICE guideline 87. 2018 [Updated September 2019].
10 Deberdt W, et al. BMC Psychiatry 2015;15:242.
11 Biederman J, et al. J Clin Psychiatry 2006;67(4):524–40.
12 Chang Z, et al. JAMA Psychiatry 2017;74(6):597–603.
13 Pitts M, et al. Arch Psychiatr Nurse 2015;29(1):56–63.

50 References 51
This publication is intended to provide background information on ADHD as well as
practical tips and suggestions for supporting individuals with ADHD in the workplace.
This publication is provided for general guidance purposes only and should not
be used as a substitute for seeking independent legal advice. For information on
ADHD and employment law, please consult the Equality Act 2010 available at:
https://www.legislation.gov.uk/ukpga/2010/15/contents

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