In recent years, awareness of neurodiversity has grown significantly. Once primarily associated with children and young people, Attention Deficit Hyperactivity Disorder (ADHD) is now increasingly recognized as a condition that can persist or even first be recognised in adulthood where it can have an impact on work.
Studies suggest that the proportion of adults with ADHD is on the rise, influenced by several key factors:
1- Improved Diagnostic Criteria: Updates in diagnostic manuals, such as the DSM-5, have broadened the understanding of how ADHD presents in adults.
2- Greater Awareness: Increased public and professional awareness leads more adults to seek evaluations.
3- Cultural Shifts: Modern work demands and lifestyle changes may exacerbate ADHD symptoms or make them more noticeable.
The relationship between ADHD and work
Greater awareness of ADHD and cultural shifts are particularly relevant in the workplace. As awareness of ADHD grows, more individuals may seek diagnoses after recognising symptoms in themselves or through interactions with colleagues and clients. Additionally, standard workplace practices can inadvertently exacerbate ADHD symptoms. Common modern office environments, such as open-plan offices and coworking spaces often involve high levels of noise, visual stimulation, and frequent interruptions. Furthermore, the reliance on digital communication and the use of multiple communications platforms can add to the cognitive load, making it challenging for individuals with ADHD to stay focused and organised.
ADHD can affect different individuals differently. Common themes we see in practice in workplace contexts include challenges focusing on repetitive tasks for long durations, difficulty managing priorities and deadlines and impulsivity in workplace relationships. Some people feel restless when sedentary for a long period of time such as during meetings, and use movement to manage this which can be misinterpreted by colleagues. These factors can pave the way to work-related stress through challenges managing workload demands and workplace relationships.
It is important to recognise that some of the symptoms of ADHD can also be strengths in the workplace. These include the ability to ‘hyperfocus’ on tasks of particular interest and motivation to deliver on short term deadlines.
Diagnosis backlog and treatment supply issues
As more individuals seek evaluations for ADHD, specialist services are struggling to keep up with demand, resulting in long waiting lists. The uncertainty and delay can take a toll on individuals' mental health, leaving them feeling stuck while awaiting assessment appointments. Moreover, accessing treatment often requires a formal diagnosis, meaning some individuals may have to wait years before receiving the support they need.
This delay means that many employees continue to work with unoptimised health conditions, which can hinder their performance and well-being over time.
Supporting employees without a formal diagnosis
Navigating the uncertainty of employees who suspect they have ADHD but are awaiting a diagnosis can be challenging for employers. However, there are effective strategies to support these individuals even without a concrete specialist diagnosis:
Focus on functional impact: Concentrate on how any health condition affects an employee in different aspects of their work, rather than the specific diagnosis.
Leverage occupational health expertise: Regardless of whether the employee has a formal diagnosis, engage with occupational health professionals to understand symptoms and their impact on work, and to suggest supportive measures.
At Insight Workplace Health, we advocate for organisations to utilise our expertise to support employees experiencing symptoms of ADHD, even while awaiting formal diagnosis. By addressing symptoms and their workplace implications, we can recommend practical solutions to enhance productivity and well-being which can improve things for them, their team and the organisation.
Under the Equality Act 2010, employers are required to provide reasonable adjustments for employees with disabilities. The Act generally defines disability based on how an impairment affects daily functioning. Case law has established that the impact of an impairment on an individual's function can qualify as a disability without a formal diagnosis. Consequently, employers benefit from leveraging occupational health expertise to support employees who may have health issues, whether formally diagnosed or not.
Occupational health support for ADHD
Neurodiversity encompasses a wide range of experiences, and ADHD manifests differently in each individual. An occupational health assessment is the first step in understanding an employee's unique experience of ADHD and its impact on their work. Information from these assessments can lead to tailored recommendations, such as:
Equipment Adaptations: Providing additional screen space to minimise interruptions when switching tasks or noise-cancelling headphones to reduce distractions in noisy environments.
Job Plan Reviews: Adjusting workstreams to break up long periods of repetitive tasks and implementing more frequent supervision.
Flexible Work Arrangements: Allowing for movement breaks during sedentary periods, like meetings, to help manage restlessness.
At Insight Workplace Health, our team includes a specialist neurodiversity needs assessor and a clinical psychologist. Together, Kieran Hughes and Dr. Debbie Rees-Adams deliver ongoing workshops that empower employees with neurodiversity to enhance their workplace functionality and leverage their strengths.
Conclusion
An increasing number of organisations are recognising the importance of supporting employees with neurodiversity, including ADHD. Due to long waiting lists for specialist NHS care in some parts of the UK, many individuals are attending work unsure if they have ADHD, uncertain about when they will receive a diagnosis, and wondering what can be done to help them. This uncertainty can be challenging for both employees and employers to navigate. Fortunately, occupational health services play a crucial role in offering concrete support, even in the absence of a formal diagnosis. By focusing on how symptoms affect workplace functioning and implementing reasonable adjustments, employers can create an inclusive environment where all employees have the opportunity to excel.
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