Asking The Experts: Managing ADHD symptoms and the workplace
I have been diagnosed with Attention Deficit Hyperactivity Disorder (ADHD), which makes it quite challenging for me to deal with distractions at work. These disturbances significantly impact my ability to focus, and as a result, I’ve had to work from home more often than my peers. While this has immensely improved my productivity, I can sense a shift in my colleagues’ demeanor. They appear to view this as favouritism, resulting in a frosty atmosphere in the office on the occasions I go in.
My tendency to wear headphones exacerbates this issue, as they disrupt any attempts to engage in spontaneous conversations. Even though the popular opinion seems to be that I’m not interested in mingling, the situation is, in fact, more complex.
I am contemplating revealing to my colleagues that I have ADHD, which is the primary reason behind my frequent work-from-home scenario. However, I am unsure whether this would help address their preconceived notions or would further aggravate the situation. It has reached a point where I’m apprehensive about going to the office.
To explore the best approach to this bind, I sought advice from professionals in ADHD and Human Resources. Damien McCarthy, the founder and CEO of a consultancy firm called HR Buddy, recommended openness and honesty while discussing ADHD in the workplace. He believes that one should not feel the need to hide their neurodivergent condition due to fear of jeopardizing their career progression.
Despite his advice, McCarthy warned that the effect would depend on how cognisant my workmates are about ADHD. It is a vital factor he believes I need to think about before I make my final decision. He also suggested that I talk to my employer or supervisor and ask for guidance and support prior to informing my colleagues about my condition.
A healthy and respectful work environment facilitates open communication, empathy, and understanding amongst coworkers, believes the spokesperson. They suggest continuing dialogue with superiors and devising a strategy to navigate future challenges at work. One effective method of mending professional relationships might be informing coworkers about their disorder and ensuring they’re informed about its implications, the spokesperson adds.
According to Ken Kilbride, CEO of ADHD Ireland, the reader’s concern is a common issue brought up to their organisation. Both individuals with ADHD and their employers frequently reach out to the NGO, looking for guidance on how to handle the condition within a professional context. Kilbride acknowledges the current predicament, remarking on it as a moderately recent occurrence. Neither employers nor employees are typically clear on what kind of support is necessary.
Kilbride commends the reader’s management for the assistance and accommodation provided, asserting that it denotes a proper understanding of the situation. He recommends institution-wide awareness training on neurodevelopmental disorders such as ADHD. This approach would help prevent situations where coworkers could perceive an individual as receiving preferential treatment, much like the reader’s case.
However, fear of hampering career opportunities or facing prejudice often results in employees keeping their ADHD diagnosis a secret from their employers or colleagues. This silence leaves employers and coworkers oblivious to the difficulties faced by the person with ADHD. Kilbride believes disclosure to be a beneficial course of action in the end.
ADHD Ireland offers support groups both virtually and in physical locations in Dublin, Cork, Galway, and Ennis, Co Clare, with similar stories emerging frequently.