Editor’s note: This article was originally published on April 20, 2023 and was updated on February 23, 2024.
Eight years ago, John Stegner moved to New York City and landed a dream job with a large book publisher. After only eight months, Stegner was fired.
“My supervisor had a very strict understanding of what an office worker was supposed to do. That meant never being more than five minutes late unless there was a train excuse. I was not allowed to have a single typo in an email and that was impossible for me.”
Stegner remembers the last thing that was said in the exit interview.
“It’s not that I don’t think you’re working hard, it’s that I think you’re genuinely incapable of doing the job.”
Stegner felt stupid and lazy and struggled with issues with attention and a messy appearance. It wasn’t until 2022 that Stegner received a diagnosis from a therapist: Attention Deficit Hyperactivity Disorder (ADHD).
ADHD in the Workplace
Approximately 15% to 20% of the world’s population is neurodivergent. ADHD, dyslexia or autism spectrum disorder (ASD) are examples of neurodivergent conditions.
ADHD is a neurological brain disorder. It affects approximately 8 million adults in the United States. How ADHD manifests in the workplace can depend on the person and the environment. While some people may have difficulty focusing and completing tasks, research shows employees with ADHD can be creative, innovative and out-of-the-box thinkers. These are all traits that are valued in the workplace.
“There are some kinds of jobs that people with ADHD are well suited for, including emergency room doctors, traders on the exchange floors, special ops in the military–places where you need to be able to focus intently in emergency-type or high-stress situations,” says Melissa Orlov, author of a Psychology Today blog focusing on ADHD. “There are also a lot of people who are entrepreneurs who have ADHD. If they get the right kind of support, it can be terrific for them.”
However, support is often lacking in the workplace.
The unemployment rate for neurodivergent adults is three times the rate for people with a disability. Additionally, its eight times the rate for those without a disability. Workplace productivity and income losses for adults with ADHD can be as high as $138 billion.
“Employers are missing out on the superpowers of people with neurodiverse skill sets,” says Adriane Randolph, Tenured Professor of Information Systems at Kennesaw State University, Executive Director of the BrainLab and member of The PhD Project. “There are different specialties or advantages and the perceived disadvantages can be advantages given the right settings.”
Randolph stresses that employers must know how employees learn and work, neurodivergent or not.
“We all are different,” she says. “Being conscientious that those differences can be our accelerators. Leaning into opportunities to allow that individuality to happen and thrive within the workspace will be key.”
READ: The Growing Importance of Neurodiversity in the New Era of Work
Disclosing ADHD at Work
Deciding whether to disclose if you have ADHD in the workplace is a personal decision. While some people may feel uncomfortable talking to their employer, disclosing might help them get accommodations to perform better at work. The Top 10 companies on Fair360’s 2023 Top 50 list allow workers to self-identify their disability status.
“Start working with an immediate boss whom you trust about your working style and what works the best for you, rather than labeling it with ADHD and see how far you can get,” says Orlov.
READ: The Expansion and Evolution of Self-Identification Campaigns
Charles-Edouard Catherine, Director of Corporate & Government Relations at the National Organization on Disability (NOD), says relationships between managers and employees are critical.
“If you’re a manager, be mindful of all the things you could offer to make your employees’ lives easier and simpler,” he says. “You’ll find that in many scenarios, you’ll unlock potential because you’ll remove the fear, remove the apprehension. We know that people with disabilities who disclose have a longer tenure with a company.”
ADHD is recognized under the Americans with Disabilities Act (ADA). To be protected by the ADA, you must have a disability that limits major life activities, such as working or learning.
Despite the law, bias in the workplace is an unfortunate reality. A study commissioned in the U.K. found that 65% of neurodivergent employees feared discrimination from management.
Catherine, who is blind, shared how disclosing a disability can be a harrowing experience.
“I was afraid of discrimination and backlash. I was not comfortable with my own identity. Those are all very good reasons not to disclose,” he says. “That’s a journey at a personal level. That’s also a way where employee resource groups can play a big role. Having the right mentorship programs for people as an option for a company can be very helpful.”
READ: What it Means to Be a Disability Ally
Nurturing Neurodiverse Talent
EY (a Fair360 Hall of Fame company) says companies that embrace neurodiversity can gain a competitive advantage in some areas. These include productivity, innovation and talent retention. In 2016, EY introduced its first neurodiversity center in the U.S. to drive awareness and increase the employment rate of neurodivergent individuals.
Mastercard (No. 1 on Top 50 Companies list) launched a neurodiversity pilot program in 2021 to recruit neurodivergent candidates for full-time job opportunities in St. Louis. The company shifted its hiring process from interview-style to project-based to allow potential candidates to showcase their talents through active learning and presentations.
In 2022, Walgreens (No. 46 on the 2023 Top 50 list) expanded efforts to recruit neurodiverse talent by partnering with Neurodiversity in the Workplace. Walgreens also redesigned its annual bonus plan in the U.S., becoming the first in the S&P 500 to include disability representation as a separate, standalone metric within a disclosed incentive plan.
KPMG’s (No. 6 on 2023 Top 50 list) Abilities in Motion business resource group (BRG) has two subcommittees designed to support members of the neurodiverse community. The firm implemented the Neurodiversity@Work initiative, which focuses on supporting neurodiverse workers. KPMG has also partnered with third-party vendors that provide newly hired neurodivergent employees with job coaches and transitional support post-hire.
Meeting in a Box: Disability Employment Awareness Month
Creating an Inclusive Culture
Stegner says education and awareness are among the best practices companies can implement to create an inclusive culture for neurodiverse workers.
Companies can begin by providing all employees with an overview of ADHD, how it can affect individuals and some common symptoms. Resources can be provided through the company’s intranet and wellness efforts, including sensitivity training, tips for communication and myths and misconceptions.
“Companies are getting better and introducing more training for awareness,” says Stegner. “HR departments are becoming more flexible. Accommodation processes are getting easier. What I love is that over time, especially with the pandemic, awareness of ADHD has taken off.”
Reasonable accommodations can include providing written instructions or visual aids, allowing for sensory breaks or providing mentoring as needed.
“With ADHD in particular, some of the accommodations that can be made will look like breaches in professionalism for people who are used to a traditional office environment,” says Stegner.
Offering flexible work hours or providing alternative formats for information or tasks can help individuals with ADHD better manage their responsibilities. Assistive technologies like noise-canceling headphones can also help minimize distractions.
Stegner has moved on from the unfortunate work experience eight years ago and is the Senior Manager of Corporation and Foundation Relations at the NOD. Stegner’s career has flourished since receiving a diagnosis in 2022 and the pandemic allowed work-from-home options.
“Today was hard for me because I wasn’t doing as best as I could. I’ve said that a couple of times to my supervisor. She’s been so understanding and said, ‘yeah, but you killed it yesterday. You’re doing so well overall.’ That’s a change in culture, not just internally. The culture shift has been huge.”
