Every year on 10th October, World Mental Health Day encourages us to reflect on what it means to create truly supportive, compassionate workplaces.The 2025 theme, “Access to Services- Mental Health in Catastrophes and Emergencies” reminds us that mental health care is a critical and essential component of recovery and resilience, particularly during times of global instability and crisis. Even when the world is focused on immediate emergencies, it is vital to uphold the principle that wellbeing isn’t optional but it’s fundamental to how we live, learn, and work.
In recent years, the conversation about mental health in the workplace has expanded beyond anxiety and depression to include neurodiversity- the recognition that our brains work in many different, equally valuable ways. Among these is ADHD (Attention Deficit Hyperactivity Disorder), a condition often misunderstood, especially in adults.
As more people receive diagnoses later in life, particularly women and professionals of colour, the employers must evolve to support colleagues with ADHD not as exceptions, but as integral members of a thriving, innovative workforce.
Understanding ADHD beyond the stereotypes is essential and many people when hear ADHD, they think of hyperactive children or restlessness. In reality, ADHD manifests differently in adults, and especially in the workplace.
It’s a neurodevelopmental condition that affects executive functioning, the brain’s ability to organise, focus, regulate emotions, and manage time. This can create unique challenges in structured environments, but it also brings extraordinary strengths: creativity, energy, problem-solving, and resilience.
According to ADHD UK (2024), an estimated 2.6 million adults in the UK are living with ADHD, though fewer than one-third have received a formal diagnosis. This gap is not just medical, it’s social and professional. Undiagnosed or unsupported ADHD can affect job performance, confidence, and wellbeing, often leading to burnout or disengagement.
Understanding ADHD as part of neurodiversity, rather than a deficit, helps organisations move from accommodation to appreciation.
The Hidden Struggles of ADHD in the Workplace
For employees with ADHD, daily working life can involve navigating invisible obstacles:
- Overstimulation: Open-plan offices, constant emails, and back-to-back meetings can drain focus and energy.
- Time Blindness: Tasks can take longer than expected, not due to lack of effort but because of difficulty estimating time.
- Rejection Sensitivity: Feedback can feel personal, triggering anxiety or perfectionism.
- Hyperfocus: Intense bursts of productivity can be followed by exhaustion.
Without understanding or flexibility, these challenges can be misinterpreted as lack of discipline or engagement and in reality, the employee may be working twice as hard to stay afloat.
This is why HR professionals and business leaders must shift from managing behaviour to supporting brains- designing workplaces that recognise and adapt to neurodiversity.
The Business Case for Neuroinclusion Supporting colleagues with ADHD isn’t just about compassion; it’s about performance and innovation. Neurodiverse teams drive creativity and problem-solving because they see patterns others miss.
A Deloitte UK (2023) report found that inclusive teams are 20% more likely to outperform competitors in innovation and decision-making. Moreover, neurodiverse employees bring skills critical to modern business such as adaptability, curiosity, and the ability to think beyond conventional frameworks.
When organisations create environments where neurodivergent colleagues can thrive, they don’t just comply with equality law but they gain a competitive advantage.
Creating an ADHD-Inclusive Workplace
Supporting colleagues with ADHD begins with awareness but succeeds through structure. Here’s how organisations can make inclusion tangible:
Flexible Working and Autonomy
Rigid schedules can be overwhelming for those with ADHD. Offer flexible working hours and remote or hybrid options to allow employees to manage energy levels and concentration. Provide autonomy over how work is completed, focusing on outcomes rather than micromanaging processes.
Sensory-Sensitive Work Environments
- Noise, lighting, and visual clutter can all affect focus. Consider:
- Quiet or low-stimulation zones in open offices.
- Noise-cancelling headphones or private breakout spaces.
- Adjustable lighting or remote options for deep-focus work.
- Small environmental changes can significantly enhance productivity and comfort.
Clear Communication and Expectations
Ambiguity is a major challenge for many people with ADHD. Support clarity by:
- Providing written summaries after meetings.
- Breaking large projects into smaller milestones.
- Using visual tools (like Trello or Asana) for task tracking. This structure benefits everyone, not just neurodivergent employees.
Accessible Technology and Tools
Leverage technology to support focus and organisation:
- Digital planners, reminders, and AI-driven scheduling tools.
- Text-to-speech or dictation apps.
- Focus-assist apps that manage distractions. Many organisations now provide “reasonable adjustments passports”- simple documents that outline agreed workplace supports to ensure consistency and understanding.
Training for Managers and Teams
Line managers are crucial in shaping daily experiences. Equip them with neurodiversity awareness training that focuses on empathy, flexibility, and performance support rather than discipline. Encourage teams to understand ADHD as a natural variation, not a problem to fix. This fosters mutual respect and collaboration.
Wellbeing and Mental Health Support
ADHD often coexists with anxiety or depression, particularly when individuals have spent years masking symptoms or internalising criticism. Provide access to trained counsellors or Employee Assistance Programmes (EAPs) familiar with neurodiversity. Promote mental health days, peer support networks, and mindfulness resources that are inclusive and stigma-free.
Breaking the Stigma: Conversations That Matter
Despite growing awareness, stigma around ADHD remains. Adults, especially women, are often dismissed as “lazy,” “scatterbrained,” or “unfocused.” This misconception can lead to underdiagnosis and chronic stress.
Organisations can play a pivotal role in breaking this cycle by normalising conversation:
- Share stories from employees or leaders who identify as neurodivergent (voluntarily and safely).
- Celebrate Neurodiversity Week and link it to wellbeing initiatives.
- Include ADHD and neurodiversity in broader mental health and inclusion communications. The more visible these conversations become, the less isolating they are for those affected.
Leadership Commitment: Modelling Neuroinclusive Cultures
Inclusion doesn’t happen by accident, it happens by design. Leadership must model understanding and flexibility to make neuroinclusion part of everyday culture
Senior leaders can demonstrate commitment by:
- Embedding neurodiversity policies in organisational strategy.
- Ensuring ADHD and other neurodivergent conditions are covered under mental health frameworks.
- Appointing neurodiversity champions within HR or DEI teams.
- Reporting on inclusion outcomes alongside traditional DEI metrics. When neurodiversity is integrated, not isolated, it transforms the culture from tolerant to truly inclusive.
A Future of Understanding and Empowerment
World Mental Health Day reminds us that supporting mental health is a universal necessity, whether responding to global emergencies or ensuring resilience in the everyday workplace. Supporting colleagues with ADHD isn’t a side initiative, it’s central to creating work environments where everyone can perform, belong, and thrive, which is the foundation of resilience.
Standing firm in inclusion means recognising that different doesn’t mean deficient. It means valuing the unique wiring that fuels creativity, empathy, and innovation.
When organisations empower colleagues with ADHD to work in ways that align with their strengths, they unlock not just potential, but purpose.
So, this October, as we reflect on the crucial need for “Access to Services – Mental Health in Catastrophes and Emergencies” let’s also commit to ensuring that access to supportive, neuro-inclusive work environments is guaranteed. Let’s move from awareness to action, from adjustment to acceptance, and from stigma to strength.
Because when every mind is supported, every team is stronger.
Martina Witter Keynote Speaker I Resilience Consultant/Coach I Accredited Cognitive Behavior Therapist I Health and Wellbeing Consultant I Corporate Wellbeing Trainer I Leadership Coach Martina helps organizations to boost productivity and performance through CPD Accredited training including including Signature Course Rivers to Resilience ® Training and Stress Busters for success™ at Rapha Therapy and Training Services