Why you should hire people with ADHD
Now, I know what you’re thinking; of course I’m going to advocate for you hiring someone with ADHD. I have ADHD, and this is my portfolio, so I’m implying that you should hire me. Correct, you should.
But I’m not here to talk about myself. I want to talk about why you should seek out, meet with, hire and learn from other people with ADHD, across all industries and at all levels.
Attention Deficit Hyperactivity Disorder is probably the worst name ever given to a neurodevelopmental disorder. First off, there’s no deficit of attention. If anything, there can be an excess; the issue lies in directing that attention to the ‘right’ and appropriate things. There’s not always hyperactivity; many people with ADHD struggle with their energy levels and feel exhausted. We are told from a young age that ADHD affects mainly young boys; that unless the child is a human pogo stick, bouncing off the walls, uncontrollable and completely chaotic, they probably don’t have it. The reality is that many, many people - children and adults alike - will be living with ADHD, and some will be totally unaware that they’re doing so. Perhaps they struggle with time management, directions, following instructions and keeping their house tidy. Perhaps they are great at all those things, but have crippling anxiety, feel like they’re ‘too much’ for their social circle, or experience crushing lows at the merest whiff of perceived rejection. Maybe they struggle academically or they’re a straight A student. Maybe they’re thriving, or maybe they’re in the darkest of places, wondering why this world just doesn’t seem to have a place for them, and doubting that it ever will.
ADHD often goes undetected and untreated because it can present in an enormous, oscillating, ever-changing spectrum of ways. How it presents in an individual is affected by their social situation, their physical health, their support network or lack thereof, where they live, their sex, their age, and their individual personality. It was once believed (until quite recently) that ADHD affects more men than women; but that’s not true. It’s just recognised and diagnosed less in women, as they present differently. Society still has a lot to learn about ADHD, and thus, so do many people who have it.
It’s easy to assume that having ADHD is a bad thing. And don’t get me wrong; there are huge challenges. It can make daily life exhausting, stressful, heartbreaking even, if the individual isn’t receiving the right support or treatment. But it can be the true making of an individual when they’re enabled to shine. ADHD can show itself in thousands of ways, and here’s the plot twist; a lot of them are glorious. Hyperfocus, meaning a week’s work can be done in two days. Creativity which knows no bounds. Problem-solving skills which make the other people in the room say “that makes so much sense, why didn’t we think of that years ago?” Pure, unadulterated energy. Zest for life. The ability to put anyone at ease and form a connection through disarming openness and empathy. Passion; so much passion. Fearlessness and adaptability. A thirst for knowledge, growth, connection, advancement and the need for a forwards trajectory. Why wouldn’t you want someone on your team with all those qualities?
Because you’ve been told only about the bad bits of ADHD. The person might be late. They might not show up at all. They might distract others. They might not meet deadlines. They might be annoying. They might be a stressful, costly mistake of a hire from start to finish. And sure, that will have happened to some hiring managers. But that isn’t the fault of the person with ADHD. That’s the fault of society, or that company, or that manager expecting neurodivergent people to fit into a lifestyle, job, or community which isn’t designed for them. You don’t put a coconut in a juicer and expect coconut water; you would rightly expect a broken juicer, a mess of coconut shell shards, and zero drinkable coconut water. A waste of a good coconut. If you want the best bits of someone, you have to give them the right environment, tools and people to work with.
Understanding the ADHD brain is crucial for both the individual who has said ADHD, and anyone thinking of hiring them. ADHD brains have a low level of something called norepinephrine, a neurotransmitter and hormone which is made from dopamine - a happy hormone which you might have heard of. Norepinephrine plays a huge role in the ‘fight or flight’ response; our body’s reaction to a perceived threat. It’s also a nightmare to spell, so I like to call it Bloody Nora. The release of Bloody Nora causes a raise in blood pressure, increased alertness, arousal and attention, and affects your sleep-wake cycle, mood and memory. Low levels of Bloody Nora in ADHD have an impact on the activity of four functional regions of the brain;
The frontal cortex, which is responsible for attention, executive function and organisation
The limbic system, which is located deeper in the brain and regulates our emotions and attention
The basal ganglia, which isn’t something from Star Trek - it’s an area of the brain where, if there is a deficiency of our friend Nora, a short circuit is triggered, resulting in inattention or impulsivity
and last but not least,
The Reticular Activating System. I had never heard of this before my ADHD diagnosis, but this is basically a super highway of neutrons which send messages to and from the brain. It’s pretty important, and a deficiency here causes inattention, impulsivity, or hyperactivity.
So with those four very important parts of our brains impacted, it’s easy to see why ADHD can make us a little… different. Bloody Nora.
Many people with ADHD won’t require much in the way of workplace adjustments. Maybe they start their working day earlier, as they work best in the mornings, or they take a longer lunch break to do some exercise and get some fresh air. Maybe they just need a quieter area of the office or the flexibility to work from home, in an environment which is free from distractions or enables them to have the right kinds of distractions at the right times. Maybe they can’t work with spreadsheets, so data is presented differently to them. Maybe it’s as simple as editing your email signature to something along the lines of “my working hours are xyz, and I know yours might be different. I will email during my working hours and I know you will respond to me when you’re able to, during your working hours” - therefore removing the panic and pressure that many people with ADHD feel around timely communications within the workplace. Maybe, and forgive me for stating the obvious but this solution is often overlooked, it’s as simple as just asking that individual what they need and want; and that’s a conversation that should be had ahead of any interviews, to enable that person to shine and present their true self when you do come to meet them. Asking someone what adjustments you can make, as an employer, is incredibly basic, but incredibly meaningful. I speak from experience when I say that companies who do such things not only attract great people but retain great people.
Some individuals might require more support in order for them to fulfil their potential within employment; a mentor, or a colleague who can help them stay accountable and present throughout the day, for example. While the prospect of investing in an individual beyond a standard level might put some employers off, please know that any investment into someone with ADHD will be repaid tenfold. When harnessed, nurtured and supported, ADHD can be a superpower. I am so incredibly proud of how hard I have worked to understand myself and to carve out a life for where I can not only survive, but thrive; where I can do what I love for a living, connect with likeminded people, and proudly tell anyone and everyone who will listen that I have ADHD.
Here’s a novel thought. What would happen if you actively recruited for neurodiverse people? What if you put out a call for them to come to you, and tell you what they need in order for them to do the best work they can for you? A client of mine recently did that, and that’s how I got the job of my dreams, working alongside people who dazzle me with their brilliance. There’s a huge, predominantly untapped glut of exceptionally intelligent, driven, creative people out there. What if you were the employer who tapped into it?
I’m going to write more about this, because I know too many amazing people not to. Their stories deserve to be told, and our workforce deserves their presence. I’d love to hear from you if you are neurodiverse and would like to share your experiences - good or bad- within the world of employment with me, so that we can put together a resource for employers on how to work with colleagues with ADHD.