ADHD In The Workplace: Creating Space For Neurodivergent Women
Women in the workplace have always drawn the short end of the career stick, especially when competing for highly sought-after roles. Women in top-tier positions particularly report having their competence questioned regarding everything from organisation to planning. That can make success feel continually out of reach, and it’s an issue that only worsens for women with an ADHD diagnosis.
Despite being traditionally thought of as a ‘male’ condition, ADHD diagnosis in women is rising, and research reveals notable workplace struggles as a result. Support and having the right structures in place are key to supporting women who shouldn’t have to mask their condition to succeed. But many employers aren’t yet sure about the best way to approach this situation.
In this article, we’ll consider how exactly you could, and should, create space for neurodivergent women at work.
# 1 - Training That Reverses Negative Bias
Women with ADHD consistently report facing negative assumptions about their job competence, especially when it comes to tasks like organisation or time management. This negative bias is deep-seated, and it’s perhaps the most notable reason why women with ADHD instead choose to ‘mask’ their symptoms at a high personal cost. The same is true for male colleagues with ADHD, of course, but studies show that women are far more likely to face accusations of clumsiness or moodiness, as well as presumptions about intelligence.
As an employer, overcoming this major hurdle means implementing training that directly reverses this negative bias. Training should be workplace-wide and should especially revolve around the working strengths of women with ADHD, which include creativity, resilience, and passion. All of which ultimately have far more of an impact on task outcomes than potential organisational issues.
# 2 - Pillars for Personal Support
The struggles caused by ADHD masking can be incredibly personal. With issues of perfectionism also common, insecurities can arise even without external causes. Hence, it’s also key to put pillars of personal support in place for affected individuals.
Putting proper support in place means both making yourself available, and signposting valuable, professional third-party support, such as dedicated ADHD coaching that helps with things like time management, professional therapy, and diagnosis if that employee has yet to receive one.
# 3 - Prioritise Output Over Process
Efforts towards wide workplace support too often fall down in the face of managers who will only accept one way of working. This can be difficult for women with ADHD, and may exacerbate incorrect assumptions, as well as minimise that employee’s successes unfairly. You can avoid that by simply refocusing certain standards of success.
Prioritising output over process is the best way to achieve this for women with high-functioning ADHD, who may struggle with things like regular project checkins or set office hours. Make allowances in these cases, including reduced check-ins, flexible working arrangements, and even digital-only communications that make it easier for employees to focus on their work without distraction. These small allowances can keep employees happier, more productive, and better able to work in a way that suits their overall needs.
