When employers discuss inclusivity, does
Ryan Mayer, a certified attention-deficit/hyperactivity disorder (ADHD) coach, had six jobs before becoming a coach — and at each job, he felt like a failure because managers refused to accommodate him as an employee with ADHD. Often characterized by attention difficulty, hyperactivity and impulsiveness,
"It's not apparent when someone has ADHD because it's something that's happening inside of our brains," says Mayer. "So when someone with ADHD tries to advocate for their needs, it comes across as an excuse for poor performance. The biggest challenge for management is being more proactive in welcoming employees of all neuro-types so they leverage their strengths."
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Mayer believes like other neurodivergent talent, employees with ADHD have a lot to offer their workplace. And by creating a more ADHD-friendly workplace and culture, Mayer is confident that neurotypical employees would see their workflows improve, too. EBN spoke with Mayer about how employers can foster inclusive work environments and what ADHD talent should ask for to succeed.
What challenges does ADHD talent face on the job?
I've coached clients across 21 countries, and the lion's share struggle to keep on task and hit deadlines. The biggest Achilles heel for us is long-term projects — ADHD talent are great sprinters but we do not make the best marathoners. We can struggle with time management, and it can be hard to prioritize tasks too far into the future because it can feel like there are too many fires to put out.
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I recommend, without saying the letters 'ADHD,' that the employee tells their manager, 'I know I do my best work when I can check in with you more regularly for updates and feedback.' The manager would likely welcome this, while the ADHD employee now has more accountability for smaller deliverables. Right now, the majority of corporate America isn't quite ready yet to say that they are an inclusive company because they still view ADHD as an excuse rather than an explanation. So, just advocate for what you know is going to help you do your best work.
What's key to ensuring ADHD talent can thrive at work?
As long as employees are hitting assignments, managers should encourage flexibility. I know the cultural corporate norms established over the last couple of generations were rooted in this culture of mandatory face time, where we see each other in the office, we start at this time and end at this time. But when it comes down to it, results should get respect. A lot of folks with ADHD, myself included, tend to struggle with irregular sleep cycles. The other night, I just couldn't fall asleep, so I was up until two in the morning. If today had been a day that I had to report to work in a corporate setting, that wouldn't have been the easiest start for me.
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Another big challenge in the office environment is the typical banter among colleagues. You can be seen as anti-social if you're not talking, but I would much rather have wanted to focus my time on hitting the deliverables for my job instead of just making buddies at work. So I tried to advocate to be faced away from areas with high foot traffic or get use of a conference room or just a quieter space. On the home front, it's just as important to have a specific space for work, so when you go in there, you know it's game time.
Beyond flexibility, how can leadership ensure they create a productive environment for all their workers?
Regardless of whether your employees have cognitive challenges, meet with them and ask them about their experiences as a team member, if their expectations are being met, and if they're getting to use their strengths on the job. Many times when I was giving feedback, I always felt like it fell on deaf ears. Whether they were formal accommodation requests or just suggestions to try to make the environment more inclusive, I never saw any progress. So as a result, I would flounder in a system set up for a different approach than what was the best fit for me. The nice part here is that these [accommodations] can be beneficial for any employee.
