October marks ADHD Awareness Month, a great time to reflect on how we can make workplaces more inclusive for everyone. But first, let’s break down what ADHD actually is.

ADHD, or Attention-Deficit/Hyperactivity Disorder, affects how people focus, stay organised, and manage their impulses. It’s not just about being “easily distracted” or “hyper” - it impacts memory, energy levels, and how we handle stress and routine tasks. For someone with ADHD, like me, a typical workday can feel like juggling a dozen things while trying to catch a bouncing ball.

In a workplace setting, ADHD might show up as needing a bit more structure, requiring different ways to approach tasks, clearer communication around urgency and timelines, or simply having a different style of productivity. It can mean being brilliantly creative one day and struggling to get started the next. That’s why a supportive environment is so key - it’s not about changing the person, but about designing a work culture that brings out the best in everyone.

Create an ADHD-friendly culture

Let’s start with the basics. Companies that want to attract and keep neurodiverse employees need to design cultures where different ways of thinking and working are celebrated. Here’s how:

• Normalise flexibility: Encourage flexible hours and environments where people work best. This helps ADHDer’s manage our fluctuating productivity cycles. Flexibility in deadlines (where applicable) and methods of working can make a world of difference.
• Encourage open communication: People with ADHD may need more clarity - for example, don’t assume that we understand the urgency or priority of a task, make it super clear. This means we often ask for confirmation, so it’s really useful to create an open-door policy where asking questions and clarifying details is a norm, not an exception.
• Reframe “time management” as “energy management”: ADHD brains are wired for a different kind of focus. They thrive when they’re energised by interesting work and a sense of urgency, but struggle when it’s mundane. Build in “focus hours” or encourage time-blocking, allowing people to work on what excites them at peak times.

Incorporate neurodiversity into your diversity and inclusion strategies

A genuine inclusion strategy isn’t just a policy - it’s woven into the fabric of the organisation. Recognising neurodiversity as a key part of your diversity and inclusion (D&I) strategy sends a message that every brain is welcome.

• Consider neurodiversity in hiring: Create job descriptions that are clear and concrete, avoiding the use of vague “attention to detail” requirements, unless it’s absolutely essential. When it comes to interviews, share your questions in advance as ADHD impacts our working memory and means that we can struggle to remember important details when on the spot, plus sharing interviews questions to all candidates creates a level playing field, and helps candidates understand what is important to you.
• Design onboarding for different learning styles: Neurodiverse employees, especially those with ADHD, may benefit from visual aids, recorded sessions, or task breakdowns. Empower them from day one with tools that match their learning styles. Not sure how best to accommodate someones learning style? Ask them!
• Include neurodiversity in D&I training: Educate managers and employees on how ADHD might impact work styles. This includes incorporating ADHD-specific guidance in manager training, encouraging managers to adapt their styles to individual needs and strengths.

Provide practical resources and accommodations

Supporting ADHD employees doesn’t necessarily mean you need a huge budget. Small, targeted accommodations can make a significant difference and create a work environment where they can thrive:

• Offer noise-cancelling headphones or quiet spaces: Open offices can be overwhelming for ADHD brains. Designating quiet areas or providing noise-cancelling headphones can help employees with increased sensory needs stay focused and calm.
• Set up task management tools and visual aids: Tools like Notion, Trello or Asana allow employees to visualise tasks and prioritise, making it easier to manage complex projects. Consider project management platforms where tasks can be broken down into smaller chunks and assigned with clear deadlines.
• Regular check-ins and feedback sessions: ADHD brains benefit from frequent feedback. Managers should be proactive about setting up check-ins to discuss progress, identify obstacles, and adjust goals as needed.

Keep the conversation going

Above all, the best way to understand ADHD needs is to ask questions and stay curious. Many people with ADHD spend years feeling misunderstood or struggling in silence. The chance to be heard and valued, to work in an environment that genuinely supports who they are, can be the difference between “just getting by” and thriving. So, open the door to conversation, listen to their insights, and let curiosity guide your way to a more inclusive, supportive workplace.