Supporting Women with ADHD in the Workplace
As awareness of neurodiversity in the workplace grows, more women are being diagnosed with attention deficit hyperactivity disorder (ADHD).
Supporting Women with ADHD in the Workplace
According to recent data from electronic health record vendor Epic, ADHD diagnoses have surged across all age groups, with women between the ages of 23 and 49 significantly contributing to this increase. In this article, we explore the unique challenges faced by women with ADHD in the workplace and discuss practical strategies for supporting them.
Understanding ADHD in Women
ADHD often manifests differently in women than in men, with women more likely to internalise their symptoms. While ADHD is characterised by varying levels of inattention, hyperactivity, and impulsivity, individuals with the condition can also exhibit strengths such as hyperfocus, high energy levels, and creativity.
Denise Murray, Marketing Manager at Microdose Mushrooms, notes that “Men and women show such different patterns with ADHD in the workplace that it’s hard to overlook how those differences shape their experiences.”
Unique Challenges for Women with ADHD: Women with ADHD often struggle with internalised symptoms like inattentiveness, emotional regulation, and lapses in working memory. These issues can go unnoticed but still deeply impact their work.
Sham Singh, a psychiatrist at WINIT clinic, explains that “Women are more likely to feel overwhelmed by long tasks or group projects, and they can be unfairly labelled as distracted or unmotivated.”
Practical Support and Accommodations
Accommodating the needs of women with ADHD can be challenging because their symptoms are less visible. Effective accommodations might include:
- Providing a quiet workspace
- Allowing flexible scheduling
- Breaking larger projects into smaller, manageable sections with separate deadlines.
Jodie Hill, founder and managing partner at Thrive Law, shares her personal experience: “One of the biggest challenges for women with ADHD in the workplace is that our symptoms are sometimes less obvious than those of our male counterparts, making it harder for others to understand why we might need certain accommodations or flexibility.”
Embracing Neurodiversity in the Workplace
Employers are increasingly recognising the importance of supporting neurodivergent staff by offering neurodiversity training and adapting hiring processes to better accommodate neurodiverse individuals. These changes not only support neurodivergent employees but also benefit the entire workforce.
Conclusion
Supporting women with ADHD in the workplace involves understanding their unique challenges and providing tailored accommodations. By creating an inclusive environment that embraces neurodiversity, employers can help these individuals thrive and contribute significantly to their organisations.
As awareness of ADHD in women continues to grow, it is essential for workplaces to adapt and provide the necessary support to ensure their success.