ADHD in the Workplace: Why Neuroinclusivity Matters

Introduction

My name is Josh Goodison, and I am the CEO of NeuroBridge, a neurodiversity training and support business. Our mission is to help create a neuro-inclusive culture in workplaces. We work with organisations to change the narrative around neurodiversity from something seen as ‘difficult’ to an everyday discussion about how individuals work best. 

The NeuroBridge origin story 

The inspiration for founding NeuroBridge came from my personal experience in the workplace, having spent ten years as a Productivity Coach & Consultant. I would spend my days working with teams and individuals, offering guidance and techniques to help boost their efficiency at work. Despite my success in helping others, my teachings didn’t seem to help me improve my own productivity. 
 
My late ADHD diagnosis was a revelation. Suddenly it made sense that certain things hadn’t worked for me. It felt like I had been living in a Microsoft-designed world where everyone else was running on Windows, but I was running on Apple. Whilst this was a helpful realisation, I also wondered where the user manual was that could tell me how my own operating system worked. I knew I couldn’t be the only person to feel this way. 

Why neurodiversity matters 

Neurodiversity encompasses a range of neurological differences, such as ADHD, autism, dyslexia, dyspraxia and dyscalculia. Around 15-20% of the UK population are believed to be neurodivergent, and that figure is even higher (38%) for 16-24 year olds.(1)
 
An inclusive workplace that embraces neurodiversity can bring fresh perspectives and unique skills that can spark innovation and creative problem-solving. Try imagining you’re in an escape room with ten clones of yourself, all with the exact same ideas for how to get out. It’s not difficult to see this would give you a far lower chance of success than having ten individuals who all think differently to you. 
 
The positives of neurodiversity at work are not just anecdotal. This Deloitte report suggests that teams with neurodivergent workers in some roles can be 30% more productive than those without them. 

Unique Strengths, Unique Solutions 
Divergent brains bring a range of positive attributes to the workplace.  
 
Creative Thinking  
You may find you view the world in a different way to your neurotypical peers. That’s because neurodivergent brains are extremely creative, innovative and can offer fresh perspectives. 
 
Problem-solving  
This creative spark helps to solve challenging problems in ways others may not have considered.  

Empathy  
Neurodivergents are often highly empathetic, and can quickly build connections with others. It’s not difficult to see how beneficial this can be in the workplace, creating a compassionate, supportive environment. 
 
Entrepreneurship  
Did you know a high proportion of entrepreneurs display traits of neurodivergence? In fact, it’s believed that neurodivergent individuals are 300 times more likely to be self-employed! This is due to their ability to think outside the box, take risks, and try things in a new way. 

Top tips for a neurodivergent workplace

It’s all very well knowing the theory behind the importance of neurodivergence at work, but on a practical level, there may still be daily challenges you’ll need to overcome. Here are some actionable tips for improving your and others’ experience in the workplace. 

Starting a conversation

You are not in any way obliged to disclose your neurodivergence to your employer, however it may be beneficial to do so, to ensure you and your manager are on the same page. 
 
Starting that conversation, however, might feel easier said than done, especially if you work for a company that is not visibly proactive in promoting inclusivity. 
 
It’s possible your line manager or team may not have much awareness of ADHD, or neurodivergence as a whole, so they may not understand your unique challenges. If you’re ready to have that conversation, you may find it helpful to share some of NeuroBridge’s free resources. 
 
Understanding Neurodiversity 101 
The Importance of Inclusive Language 

Advocating for yourself

Whether to your manager, your immediate team, or perhaps even to your organisation as a whole, it’s hugely important that you learn to advocate for yourself at work.  
 
By openly sharing your needs, strengths, and challenges, you can create work habits that better support you while also fostering awareness and understanding of your neurodivergence. 
 
Here are some points you may wish to consider when having a conversation with your line manager about optimising your time at work: 
 
-asking for clear deadlines - this will avoid ambiguity and decrease your anxiety 
-requesting written notes post-meeting – ADHDers often face memory challenges, so this can be helpful 
-workplace adjustments – this may include noise-cancelling headphones, a quiet workspace or flexible travel times to prevent rush hour sensory overload 
-setting boundaries – such as realistic timelines and saying no to excessive multitasking 
-support with task prioritisation – a simple check-in can be enough to ensure you’re on track 
-using productivity tools – software or apps, for example to help with time management, can be beneficial 

Conclusion 

Whilst organisations are making progress in supporting neurodivergent employees, there's still a long way to go before true understanding becomes the norm. If you feel that you or your company could benefit from support to build a more neuroinclusive culture, then NeuroBridge has a wealth of resources and practical support available on our website.

About the author 

Josh Goodison is the founder of NeuroBridge, a platform dedicated to bridging the gap between neurodivergent talent and inclusive workplaces. Passionate about creating environments where neurodivergent individuals can thrive, Josh works with businesses to implement practical strategies that support and empower their teams.