ADHD at Work: Neurodiversity and DE&I Strategy

• November 25, 2022
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By Shalynn Mortillaro, Account Manager

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Entering the workforce as someone with ADHD is daunting, to say the least. 

Examples of ADHD in popular culture are typically caricatures: flighty, hyperactive slackers unable to focus (Bart Simpson, anyone?), or perpetually late dreamers who don’t play by the rules – think Maria von Trapp from The Sound of Music. While “How do you Solve a Problem Like Maria?” can be read as an affectionate ode to the impulsive exuberance of ADHD, depictions like these have long contributed to the misconception that people with ADHD are less successful or less capable than their peers. And that’s simply not true.

Workplace accommodations for people with ADHD

I remember the first time I needed to disclose my ADHD clearly at work. During a random desk-shuffle at a previous agency, I was assigned an undesirable seat adjacent to coworkers known for being chatty. Nervous, I approached my manager to explain that, as someone with ADHD, it would be helpful for me to sit at a different desk. They were understanding. The person who took over the undesirable spot, however, was less than pleased.

I had told no one else there about my ADHD. Instead, I lived in the discomfort of knowing some colleagues viewed my desk shift as unfair and were speaking negatively about me for “complaining.” I wish I had felt comfortable enough to talk with them about it then. I wish the culture of that workplace had created space for open discussions about “neurodiversity” – the idea that we all interact with and experience the spaces around us in different ways.

My story underlines the importance of talking openly about neurodiversity. I used to keep to myself the struggles that sometimes came up from navigating spaces not tailored to the way my brain works, in fear of being judged, or being perceived as “incapable.” 

While there is now more awareness about how attention deficit hyperactivity disorder manifests in adults than there was a decade ago, many myths and misconceptions about ADHD still persist in society – that everyone who has it is messy and disorganized, for example, or that we can’t go for a week without misplacing our keys and wallets. 

Many positives about the condition have also come to light in tandem with a broader cultural understanding about the strengths and benefits of a diverse workplace. Navigating ADHD has made many of us resilient, and ADHD has been hailed as a “superpower” that has helped entrepreneurs reach new heights. It’s said people with ADHD love to multitask (speak for yourself!) and are known for coming up with novel solutions to solving problems. 

Still, it’s unhelpful and inaccurate to reduce everyone with ADHD to a set of binary traits. I don’t believe, for example, that we’re more likely to take creative risks because we “have no time to think and ponder an idea” (I’m sorry, what?). Everyone experiences the challenges of the disorder differently — and there are challenges. Anxiety and burnout arise in the absence of proper support. 

With the above in mind, it can be more than a little nerve-wracking to tell your employer that you have ADHD. You don’t want them to assume you’re either unfocused or some sort of creative, multi-tasking savant.

The power of a neurodiversity-affirming workplace culture

Today at North Strategic, I’m proud to be a part of an open, no-judgment workplace where neurodiversity is a part of the diversity, equity and inclusion practices that support and uplift everyone at the agency. North’s DE&I discussions have made me feel empowered to talk about my ADHD openly, whether that’s with my peers or senior leadership. 

I feel more comfortable than ever to explain how I can best be set up for success, or what workplace accommodations can help me. For me, one of those accommodations is the ability to work from home when I am in particular need of fewer distractions, as open-concept office spaces can be particularly challenging for people with ADHD. Even as the COVID-19 pandemic fades, North continues to support a “flexible” model of both in-person and remote work. 

When I think back to that random desk shuffle from years ago, I’m comforted knowing work culture is becoming more inclusive every day. There was a point I never thought I’d make it to where I am today because I felt limited by my diagnosis. But in North Strategic’s neurodiversity-affirming culture, there’s space for everyone who might call Bart Simpson and Maria von Trapp one of their own.