"The other bit for me that’s difficult is dealing with the volume of electronic communication necessitated by how we work. It really can exacerbate my tendency to get distracted and prevent me from staying focussed on just one task."
Predictability, control and energy levels
For KW the hardest part of ADHD is that “the way you work is not predictable – your energy fluctuates, like anyone, but it feels more extreme. I believe it is beneficial for all employees if people can manage their work time if they are meeting their deadlines. The newest workplace design ensures that there are both ‘loud’ and quiet spaces – the days of being confined to one desk are over."
They said encouraging employees to move around to find the space they need to be productive was "critical".
Meanwhile, LM said that “control over schedule and ways of working, whether that’s time spent in meetings or anything else, is so essential that I’d call it a top adjustment for me. Many of us tend to work in spurts, meaning we may have a hard time getting started on a task—and even procrastinate due to that.
"But when we are focussed on an engaging task, we can be quite productive. We can also go too far—for me to the point where I might be so hyperfocused I forget to take a break to eat.
"Being trusted to manage our time and how we get the work done, if we are provided with appropriate supports, can be highly beneficial to our overall productivity and also our mental health and general energy levels, There are many problems when neurodivergent people do not get the opportunity to determine their work schedule."
KW explained that if they feel exhausted or unable to sit for the whole day, they stop performing, start to feel anxious and then start being more impulsive and/or start feeling a bit paranoid. They added: "If there is too much noise around me, I can’t concentrate, and the pressure builds up in my head."
Another issue to consider is burnout. The more influence someone who is neurodivergent has over how they use their time, the better they can dial up or down their efforts to match their energy levels, maintain focus and not ignore the signs of "doing 150 per cent all the time".
Psychologically welcoming
Laurie Edmans, financial inclusion ambassador, and co-founder of GAIN (Group for Autism, Insurance, Investment and Neurodiversity) said he understands some of these challenges.
He said if the work place feels like a psychologically safe and welcoming place, then people with disabilities and neurodiversity are "much more likely to feel safe enough to disclose their conditions".
