ADHD and The Workplace

Webinar Transcript

Panel Introductions and Webinar Overview

Lisa Mangle: Hello everyone, my name is Lisa Mangle. Welcome to our webinar on ADHD and the workplace. Having worked in the field of ADHD for over twenty years, I’ve noticed that while there are many discussions surrounding ADHD in school environments, topics regarding ADHD in the workplace are rarely addressed.

Let’s introduce our panel. Bev, would you like to introduce yourself?

Bev Nolker: Hi everyone, I’m Bev Nolker. I am an ADHD Life Coach for ADHD 360. I also run a support group on the Isle of Sheppey in Kent, which I have been leading for over ten years. We host weekly support groups for parents, carers, and young people, as well as educational conferences.

Lisa Mangle: Thank you, Bev. Next, we have Kristen. Kristen normally works behind the scenes in our marketing department, but we asked her to join us today. Kristen, tell us a bit about your role.

Kristen: Hello everybody! My name is Kristen, and I handle marketing for ADHD 360.

Lisa Mangle: Thank you, Kristen. As for myself, I am the Clinical Director at ADHD 360. I am responsible for our clinical team and patient-facing operations. Our clinicians conduct assessments for individuals ranging from age four up to seniors. I co-founded ADHD 360 alongside Phil Anderton and Jen Lewis-Neil. Prior to this, I worked in the NHS and in the pharmaceutical industry focused on ADHD medications.

To start our session, we ran an audience poll on a key question: “Should you tell your employer about your ADHD diagnosis?” Out of the responses collected, 83% answered “Yes” and 18% answered “No.”

Disclosing ADHD to Your Employer: Key Considerations

Lisa Mangle: I am asked this question on a daily basis, typically at the end of an assessment when someone receives an ADHD diagnosis. My advice varies depending on the individual’s specific circumstances.

First, I encourage patients to evaluate their workplace culture and management. Consider questions such as: What is your manager like? Are they understanding? Do they know you underwent an assessment? Will sharing your diagnosis lead to supportive accommodations? The answers to these questions determine whether disclosure is appropriate and beneficial.

Bev Nolker: From a personal perspective, I have been fortunate to work with forward-thinking employers who focused on strengths rather than weaknesses. When people ask me whether they should disclose during job interviews, I suggest doing what feels comfortable. If you feel confident, disclose it; if not, you can wait until you are established in the role to see if the employer is open to implementing accommodations. Ideally, an employer should be willing to put adjustments in place to support their staff.

Kristen: It can be a very tough decision, especially if you have been recently diagnosed and are still processing the diagnosis yourself. Talking about it with an employer who evaluates your performance can feel daunting, so it heavily depends on your relationship with your workplace.

Navigating Remote vs. Office Work Environments

Lisa Mangle: Returning to an office environment after working remotely presents distinct challenges. Working from home can lack structure, external accountability, and immediate social feedback, making focus difficult. Conversely, an office setting can introduce frequent noise and visual distractions.

Bev Nolker: Everyone is unique, but simple physical adjustments can make a significant difference. For example, using a standing desk or a wobble stool provides the ability to shift positions and move, which aids focus and helps manage restless energy.

Lisa Mangle: When working in an office environment, creating a highly structured routine is essential. To manage daily workload without feeling overwhelmed, limit your daily focus list to three main tasks:
1. The most critical or high-priority task.
2. A quick, easily achievable task to build momentum.
3. A distinct portion of a long-term project.

To minimize sensory distractions in a busy office, consider using ear defenders, noise-cancelling headphones, white noise, or gentle background music. Communicating your focus time visually to colleagues can also prevent constant interruptions.

Bev Nolker: Scheduling interruptions is another valuable strategy. Because ADHD minds are easily distracted, checking emails continuously disrupts focus. Instead, set aside specific intervals—such as the last ten minutes of an hour—to process emails in batches.

Practical Workplace Strategies and Focus Tools

Lisa Mangle: When communicating with an employer or team about ADHD, it is helpful to reframe the condition around its core professional strengths. Individuals with ADHD frequently demonstrate exceptional hyperfocus, dynamic problem-solving, rapid thinking, out-of-the-box creativity, and adaptability during organizational change.

Kristen: To keep my workday manageable, I block specific task categories in my calendar and use noise-cancelling headphones with white noise to maintain deep concentration.

Bev Nolker: Visual and sensory tools are extremely helpful for time perception and focus:

• Visual Timers: Using visual countdown timers or apps like the Pomodoro Technique (working in 25-minute blocks with 5-minute breaks) helps maintain pace and reminds you to take necessary movement and hydration breaks.
• Tactile Tools: Keeping fidget tools, brain putty (such as mint-scented putty to stimulate the senses), or textured items at your desk helps channel kinetic energy while working.
• Flexible Movement: Incorporating planned movement—such as standing up during calls or walking to get a drink—prevents fatigue and restabilizes focus.

Optimizing Medication for Workday Demands

Lisa Mangle: Clinical guidelines recommend medication as a first-line treatment for adults with ADHD when functional impairment persists despite strategy implementation. Pharmacological management should be situationally optimized to suit individual schedules and occupational demands.

Workdays often require different cognitive support than non-workdays or shift patterns. For instance:
• Individuals working long shifts may benefit from extended-release formulations tailored to cover their active working hours.
• Shift workers may require flexible combination regimens under clinical supervision to adapt to changing day and night schedules.
• Short-acting formulations can be utilized for targeted focus periods or varied schedules.

There is sometimes stigma or shame surrounding medication, with some viewing it as a shortcut. However, taking medication for ADHD is comparable to wearing prescribed eyeglasses for visual impairment or treating diabetes with insulin—it is a legitimate medical intervention designed to restore functional balance, improve quality of life, and protect against secondary complications like anxiety and low mood.

Managing Workplace Criticism and Emotional Responses

Lisa Mangle: Experiencing criticism or feedback in the workplace can feel particularly intense for individuals with ADHD due to emotional sensitivity.

When encountering workplace conflict or receiving performance feedback, a helpful rule of thumb is to implement a 24-hour waiting period before responding—whether in writing or in person. Giving yourself time to process information emotionally prevents reactive responses and allows you to formulate a clear, balanced, and constructive reply.

Workplace Coaching and Access to Work Funding

Bev Nolker: Professional ADHD coaching focuses on practical skills, psychoeducation, emotional regulation, and organizational strategies tailored specifically to the individual’s role and challenges.

Kristen: Individuals in the UK can explore government schemes such as Access to Work. This program offers funding for practical support to help individuals with disabilities or neurodivergent conditions stay in employment, adapt to new roles, or manage self-employment. Funding can cover:
• Specialized ADHD job coaching.
• Assistive technology and focus software.
• Ergonomic workplace equipment, such as sit-stand desks.
• Environmental adjustments.

Final Expert Advice for Professionals with ADHD

Bev Nolker: Acknowledge and embrace your unique strengths. Surround yourself with supportive colleagues and motivators who build you up, and protect your energy by establishing clear workplace boundaries.

Kristen: Practice self-compassion. Recognize that bad days happen, but each day offers a fresh start. Believe in your abilities and celebrate your progress.

Lisa Mangle: Focus on the tangible positives that ADHD brings to your professional life. Reflect on everything you have achieved, take pride in your resilience, and communicate your strengths confidently to your employer.