What can supervisors do to support their employees with ADHD?

Summary

In this insightful conversation, Scott and Jennifer discuss the challenges of ADHD in the workplace, highlighting the differences in how men and women are perceived and treated. Scott shares his approach to fostering an inclusive environment by openly disclosing his ADHD to employees, encouraging others to do the same. They emphasize the importance of leaders leading by example, offering supports and accommodations, and creating a culture of openness. However, they caution that not everyone may feel comfortable disclosing their ADHD, as judgment and bias may still exist in some work environments.

Takeaways

• 😀 Understanding ADHD requires awareness of the different ways men and women are judged and approached in the workplace.
• 😀 Employers and supervisors should seek education about ADHD to better support employees, though they don't need to be neuroscientists.
• 😀 Self-disclosure of ADHD by leaders can help create an open and supportive workplace environment, encouraging others to do the same.
• 😀 Leading by example is crucial; when leaders openly support accommodations, it creates a culture where others feel comfortable disclosing their needs.
• 😀 Employees are more likely to ask for accommodations if they see their colleagues receiving support, fostering a more inclusive atmosphere.
• 😀 Acknowledging and providing accommodations for ADHD can lead to higher productivity, lower turnover, and long-term positive effects for employers.
• 😀 Supervisors may feel fear or uncertainty when first receiving ADHD disclosures, but supporting employees will benefit both the individual and the company.
• 😀 Leaders should show, rather than just tell, their commitment to inclusivity and support for employees with ADHD to make it more authentic.
• 😀 Creating a culture of openness and support can help employees perform at their best, benefiting both the individual and the organization.
• 😀 While self-disclosure is valuable, individuals must assess whether it’s the right time and place for them, as there could still be judgment or misunderstandings.

Q & A

What is the main focus of the discussion in the transcript?

The main focus is on the challenges of ADHD in the workplace, particularly how men and women with ADHD are perceived and supported. The conversation emphasizes the importance of education, openness, and leadership in creating inclusive environments for employees with ADHD.

What role do employers or supervisors play in supporting employees with ADHD?

Employers and supervisors are encouraged to educate themselves about ADHD, provide necessary accommodations, and foster an inclusive workplace culture where employees feel comfortable disclosing their ADHD. By doing so, they can improve productivity and reduce turnover.

How does Scott approach ADHD disclosure with his employees?

Scott leads by example by openly disclosing his ADHD to his employees, especially in a group setting, to normalize the conversation. He believes that creating an environment where employees feel safe to disclose their own ADHD is crucial for fostering inclusivity.

What impact did Scott's self-disclosure have on his staff?

Scott's self-disclosure had a positive impact, as several employees came forward during the summer camp program to share that they also had ADHD and appreciated the openness. This created a space where employees felt they could talk about ADHD without fear of judgment.

Why is it important for leaders to 'show, not tell' when it comes to supporting employees with ADHD?

It’s important for leaders to demonstrate their support through actions, such as providing resources and accommodations, rather than just talking about inclusivity. Employees are more likely to feel comfortable requesting support when they see that it's already part of the workplace culture.

What potential fears do supervisors have when an employee discloses their ADHD?

Supervisors may fear not knowing how to properly support an employee with ADHD or being unsure of how to handle accommodations. This fear is natural but can be overcome by educating themselves and providing a supportive environment.

How does Scott view the role of disclosure in building trust and openness in the workplace?

Scott views disclosure as a tool for building trust and openness. By being transparent about his own ADHD, he sets a precedent for employees to do the same, thus creating a more inclusive and supportive work environment.

What does the conversation suggest about the challenges women with ADHD face compared to men?

The conversation suggests that there are differences in how men and women with ADHD are judged, seen, and approached in the workplace. While these differences are acknowledged, the speaker recognizes that both genders face unique challenges that need to be addressed through education and support.

What is the significance of 'leading by example' in creating an inclusive workplace?

Leading by example is significant because it helps set the tone for the entire organization. When leaders openly discuss ADHD and show support through actions, it encourages employees to feel comfortable disclosing their needs and asking for accommodations.

Why do employees hesitate to ask for accommodations or disclose their ADHD?

Employees may hesitate because they fear being judged or treated differently. There is also the concern that their success in the workplace could be undermined by misconceptions or biases surrounding ADHD.