How to destigmatize ADHD in the workplace to improve productivity

Having a short attention span and struggling with productivity may seem like a day-to-day issue for many employees, but for some, it’s a sign of a more serious diagnosis of ADHD. 

Attention-deficit hyperactivity disorder impacts 4.4% of adults, according to the National Institute of Mental Health. Within that group, 38% are women and 62% are men, according to data from Children and Adults with Attention-Deficit/Hyperactivity Disorder, an advocacy and education organization. 

While ADHD is typically diagnosed in young children between the ages of three and seven, many individuals have lifelong symptoms that impact their behaviors in a professional setting, says Sussan Nwogwugwu, a nurse practitioner at digital health platform Done. Employees with ADHD may struggle with everything from applying to jobs, to building relationships with coworkers, and those challenges can lead to negative consequences over the course of their careers. 

“Hyperactivity, attentiveness and impulsivity are symptoms that surface during childhood and persist over one’s life, and sometimes people with ADHD have also been diagnosed with mood disorders and anxiety, which can all potentially influence their performance at work,” she says. “A lot of adults who have experienced ADHD have internalized most of their symptoms to the point where they could have lost a job or been reprimanded.” 

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Nwogwugwu says that since many people feel uncomfortable disclosing the kind of support they need, employers may be quick to assume a person doesn’t care about their work or can’t complete tasks. Respondents of a 2015 survey from the Attention Deficit Disorder Association says that social rejection from coworkers, name calling, shame and guilt kept them from disclosing their diagnosis in the workplace. Employers may just have to shift their perspective around the outcomes they expect from their workers, especially those with ADHD, Nwogwugwu says. 

“There is absolutely no doubt that someone who has ADHD is able to function in this society, but it's just being able to provide support,” Nwogwugwu says. “Are they struggling with understanding social conventions, or is their anxiety influencing their performance? They may not be able to carry out a conversation or communicate with coworkers. But the fact that I can't do my work entirely the way you want it does not mean that I'm not capable of learning to do it the way you want it to be done.” 

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Employees with ADHD often have challenges with time management, or get overwhelmed easily by multiple tasks given at once, Nwogwugwu says. At Done, which provides online ADHD support and medication management, their team helps individuals set up systems that help them work more effectively, and those tools can be easily duplicated by managers and other leaders. 

“It may be something as simple as putting up a board where I write up all the things I have to do, or a calendar that helps me stay on track of my schedule — if an employer can say, here are the tools we have, or here’s what we’ll pay for, that’s really important support,” she says. “Managers can also slowly and gradually give projects, because people with ADHD are often overwhelmed with the amount of work they have to do. Start with little tasks that are a component of the bigger task.” 

Beyond time management support, people with ADHD may need more intensive treatment, or be struggling with other disorders like anxiety and depression. Done tackles both the symptoms of the disorder and the stigma attached to it through their digital platform. Employees can speak to a mental health professional to receive a diagnosis, talk through their symptoms, and find the right medications to help them manage it. Making it digital makes individuals feel safer than going to an in-person provider, Nwogwugwu says.

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“We provide that opportunity for the patients to stay in their home and feel comfortable and safe to disclose their concerns or their struggles with a provider who is licensed to actually evaluate, treat and manage these conditions,” she says. “Not every client who goes through our service is diagnosed with ADHD, but we can also redirect them to an appropriate treatment that could be beneficial for them.” 

Employers are becoming more compassionate toward employees who are struggling with work, due to the stressors of COVID, Nwogwugwu says. As employers prioritize the mental health and well-being of their employees, they shouldn’t overlook ADHD as another area where employees are looking for empathy and support. 

“We are a lot more sensitive to things now because we understand how these outside influences can impact our performance and productivity,” Nwogwugwu says. “This is absolutely the right time to talk more about ADHD and encourage people to speak up for themselves.”