“ADHD isn’t real, please don’t use that as an excuse”

Hello! Welcome to my newsletter.

The purpose of this newsletter is to share with you how I handle every day life with ADHD, but without ADHD medication. I will share tips, tools and strategies for you to introduce in to your own life so you too can manage your ADHD.

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On the 14th November Zurich UK, an insurance provider, released some findings from a survey of 1000 neurodivergent adults in the UK. Although this is a relatively small number of people, all research around neurodivergence is vital to allow us to create a better world for neurodivergent folk.

The findings, sadly, weren’t that shocking to me. I have experienced, first hand, what it’s like to be discriminated against because of my neurodiversity. They do show, however, that we need to improve. In the UK, around one in seven adults are neurodivergent. Which means there is a massive talent pool that employers could be missing out on. We all know that when given the right support, ADHD employees can be fantastic. We’re more likely to be creative, flexible, optimistic, we can work well under pressure…. need I go on?!

Discrimination

The research revealed that half of those adults surveyed had been discriminated against because of their neurodiversity by either a hiring manager or a recruiter and almost half (47%) feel they can’t or shouldn’t disclose their neurodiversity.

A fifth actually shared that they had been laughed at because of their neurodiversity. Nobody should be laughed at due to a disability, I can’t believe this is really where we are in 2024.

Findings included:

• 31% said their application was not taken any further once they had disclosed their neurodiversity

• 28% said they were rejected for subjective reasons (such as communication style or team fit)

• 25% revealed they were ‘ghosted’ after disclosing

• 16% had a job offer rescinded

• 63% felt employers see neurodiversity as a ‘red flag’

• 51% worry the stigma of being neurodiverse will stop them getting a job

• 42% fear discrimination from recruiters or hiring managers

• 41% shared they were worried that if they disclosed their neurodiversity, it would give people a preconception of who they are

Recruitment process

When I worked in tech, I was suddenly very aware of how poorly the recruitment process is set up to support women. It’s clear, from this research, that recruitment processes are also not set up for the neurodiverse.

Barriers to employment, due to the design of job applications and interviews, mean that almost all of the respondents felt they had been negatively impacted in these key areas:

• earning capacity (92%)

• confidence (96%)

• mental health (95%)

• ability to self-promote (93%)

The research also found that not many were offered adjustments unpromoted (17%), some were offered, but only after asking (32%), which means that 42% were not offered any adjustments at all. The Equality Act 2010 states employers must make reasonable adjustments for job applicants.

As I said at the start, although this research is extremely interesting, it is not at all surprising. With the right support and some reasonable adjustments, neurodivergent folk make excellent employees and integral members of the team.

Making the workplace more neurodivergent friendly

There are many, simple, things that employees can do to make their workplace more neurodivergent friendly. Recruitment is a great place to start.

The study found the following five adjustments to be the most helpful for neurodivergent job seekers:

1. Explaining instructions and expectations clearly in advance e.g., the interview format, location, duration and process (38%)

2. Removing group interviews and assessments (32%)

3. Only asking for essential job requirements and qualifications e.g., not specifying a degree unless it's essential to the role (32%)

4. Avoid using ambiguous, literal or subjective language in job descriptions e.g., a “good” communicator (30%)

5. Sharing adaptations that can be given or have been given before as examples (29%)

After being told my ADHD wasn’t “real” and being turned away by HR when I tried to report the person who said this to me, after not being given the right support when I needed it the most, after being made to feel like I’d done something wrong when I asked for a couple of reasonable adjustments, I want to make it my mission to educate and support businesses to become more neurodivergent friendly.

👩🏼‍🏫 If you’d like me to learn more about what I can offer your place of work to support it in becoming more neurodivergent friendly (including in-person talks, online sessions, support in creating excellent neurodiversity policies, or just to hear my story) send an email to [email protected] 👩🏼‍🏫

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I hope you find what I write interesting, helpful and sometimes funny! And if you do, I'd love it if you shared what I am saying with others.

Applications are now open for coaching with me, if you would like to apply please follow this link: https://app.youform.com/forms/ccaga68h

Carly x