Workplace ADHD Assessments
ADHD Workplace Needs Assessment: Navigating Assessments, Coaching, and Workplace Accommodations
1. Introduction: Understanding ADHD in the Workplace
ADHD (Attention Deficit Hyperactivity Disorder) is often thought of as a childhood condition, but it can persist into adulthood, impacting many individuals in the workplace. For adults with ADHD, the challenges can manifest as difficulty with focus, time management, organization, and maintaining productivity in high-pressure environments. Without proper support, these challenges can lead to misunderstandings, underperformance, and increased stress.
For HR professionals and managers, understanding the workplace impact of ADHD is key to fostering an inclusive, productive environment. And for individuals with ADHD, knowing where to turn for support and how to seek accommodations can be crucial for career success.
We’ll explore the importance of ADHD assessments, how to navigate them, and how both HR professionals and employees can work together to create a supportive, productive workplace.
2. The Importance of ADHD Assessment and Diagnosis
For Individuals with ADHD:
An official ADHD diagnosis is often the first step in understanding your symptoms and accessing the support you need. Adults with ADHD may struggle with issues such as procrastination, forgetfulness, and difficulty prioritizing tasks. However, without a diagnosis, it can be hard to identify and manage these challenges effectively.
Having an ADHD assessment can:
- Provide clarity and validation for challenges that may have been misunderstood or unaddressed in the past.
- Help you understand your specific ADHD traits, whether it's hyperactivity, inattention, or impulsivity.
- Unlock access to workplace accommodations, support programs, and ADHD coaching that can increase job satisfaction and performance.
For HR Professionals and Employers:
While it's critical to support employees with ADHD, it’s essential to recognize that an ADHD diagnosis is not a prerequisite for offering support. Creating an inclusive workplace means offering accommodations and understanding before a formal diagnosis is even made. However, an official assessment allows both the employee and employer to approach adjustments more confidently.
A formal diagnosis can:
- Help HR teams identify the specific challenges the employee may face and design targeted accommodations.
- Encourage a proactive approach to supporting employees, rather than waiting for issues to escalate.
- Align with legal obligations under the Equality Act 2010 (UK), ensuring that employees with ADHD receive the support they need to thrive.
3. Where and How to Get Tested for ADHD in the UK
For Individuals with ADHD:
In the UK, adults who suspect they have ADHD can seek an official diagnosis through either the NHS or private providers. While NHS assessments are available, the process can be slow due to long waiting lists. Many adults with ADHD prefer to pursue a faster, private option.
One reputable private provider for ADHD assessments is Advanced Assessments Ltd. This organization offers comprehensive adult ADHD assessments, which can be conducted both in-person and online, making it convenient for individuals across the UK.
- Starting Cost: £550
- Assessment Process: The assessment typically includes a detailed clinical interview, ADHD-specific questionnaires, and a review of your medical history and life experiences. This holistic approach ensures an accurate diagnosis and provides tailored recommendations for managing ADHD symptoms.
- Location and Format: Advanced Assessments Ltd offers both in-person assessments in various locations and online consultations for individuals who prefer to complete the process remotely. This flexibility is particularly valuable for those living outside major cities or those with busy schedules.
- Duration: The initial assessment usually takes one session, though follow-up consultations may be recommended depending on the depth of the evaluation required.
Opting for a private assessment with a provider like Advanced Assessments Ltd can be particularly beneficial if you're looking for a faster diagnosis or need a diagnosis sooner than waiting for an NHS referral. Advanced Assessments Ltd's comprehensive assessments can also lead to practical recommendations for workplace accommodations and coping strategies, which can be essential for managing ADHD in a professional setting.
For HR Professionals and Employers:
Understanding the process employees go through to access ADHD assessments can help you better support them in the workplace. If an employee comes to you with concerns about ADHD, you can guide them toward reputable assessment services, like Advanced Assessments Ltd, and help them understand the value of a formal diagnosis in obtaining workplace accommodations.
4. ADHD Coaching and Workplace Needs Assessment
For Individuals with ADHD:
ADHD coaching is an effective way to help adults with ADHD manage the day-to-day challenges of the workplace. ADHD coaches are specially trained to help individuals develop practical strategies for managing their symptoms, such as:
- Time management tools (e.g., using reminders, setting up structured routines).
- Organizational strategies (e.g., breaking down tasks into manageable steps, using visual aids).
- Self-regulation techniques to improve focus and reduce impulsivity.
A workplace needs assessment is another valuable tool. This assessment evaluates how your ADHD symptoms impact your work environment and what adjustments might help. The goal is to identify specific accommodations that would improve your performance, such as:
- Quiet workspaces or noise-canceling headphones.
- Flexible working hours or remote work options.
- Job restructuring, such as changing the nature of your tasks or offering more frequent check-ins with a manager.
For HR Professionals and Employers:
Providing ADHD coaching and conducting a workplace needs assessment can help your employees unlock their potential. A needs assessment is an effective way to understand how ADHD manifests in specific roles and what adjustments may be necessary.
Some potential workplace accommodations include:
- Flexible scheduling: Allowing employees with ADHD to adjust their hours to work during their most productive times.
- Task breakdowns and clear goals: Helping employees with ADHD by breaking down larger tasks into smaller, more manageable steps.
- Quiet spaces or noise-reduction tools: Providing a distraction-free work environment can improve focus and productivity.
Encouraging employees to take part in workplace assessments shows that your organization values their well-being and success.
5. The Role of Employers in Supporting Employees with ADHD
For HR Professionals and Employers:
Supporting employees with ADHD not only creates a more inclusive workplace, but it also boosts productivity, morale, and retention. The Equality Act 2010 in the UK requires that employers provide reasonable accommodations to employees with disabilities, including those with ADHD. This may include adjustments to the work environment, job duties, or working hours.
Practical steps for supporting employees with ADHD include:
- Training for managers: Providing education for your leadership team about ADHD and its impact on the workplace. This helps foster a supportive and empathetic culture.
- Clear communication channels: Ensure that employees with ADHD have a clear understanding of expectations and deadlines.
- Monitoring performance and providing feedback: Regular feedback helps employees with ADHD stay on track and adjust their strategies as needed.
For Individuals with ADHD:
It’s important to actively communicate your needs to your employer once you have an ADHD diagnosis. Discuss potential accommodations and support that would help you succeed. If your workplace has an HR department, they should be your point of contact for formalizing accommodations.
6. Next Steps: How to Get Started with ADHD Assessment and Support
For Individuals with ADHD:
- Take the first step by scheduling an assessment with a GP or a private clinic.
- Explore ADHD coaching to learn strategies for managing symptoms and improving workplace performance.
- Discuss accommodations with your employer once you have a diagnosis to ensure that you have the tools to thrive.
For HR Professionals and Employers:
- Educate yourself and your team about ADHD and workplace accommodations.
- Create an open, supportive environment where employees feel comfortable discussing their needs.
- Encourage flexibility in managing both work expectations and personal health needs.
7. Conclusion: Empowering Adults with ADHD to Thrive in the Workplace
ADHD doesn’t have to hold employees back in the workplace. With the right support, ADHD coaching, and workplace accommodations, individuals with ADHD can achieve success, satisfaction, and long-term growth. For HR professionals, offering a workplace that accommodates neurodiversity isn't just a legal obligation—it's a smart investment in a productive, engaged workforce.
Encourage employees to seek the help they need, and empower them with the tools to succeed. The goal is not just managing ADHD, but harnessing the unique strengths that come with it—creativity, innovation, and the ability to think outside the box.
Our ADHD workplace needs assessments help employees with attention-deficit hyperactivity disorder (ADHD) achieve their full potential at work.
Occupational Psychologist ADHD Assessments
Our occupational psychologists carry out in person ADHD workplace needs assessments in London, Nottingham, and Birmingham. We offer online ADHD assessments nationally throughout the UK
ADHD At Work
Our occupational psychologists carry out ADHD tests with people in the workplace. Our private ADHD assessments are used to recommend reasonable adjustments for individuals with ADHD to remove barriers and create a level playing field at work. We provide ADHD diagnosis online and in-person adult assessments for ADHD. We develop strategies for ADHD management and create inclusive cultures for neurodiverse people by addressing challenges which people with ADHD might face.
It is estimated that 1 in 30 people in the UK have ADHD. Around
80% of people with ADHD are undiagnosed Underdiagnosed ADHD is particularly high in Black and minority ethnic communitiesDifficulty Concentrating and Staying Focused
Concentrating on tasks which require a lot of reading or sustained mental effort can be demanding for individuals with ADHD. They may zone out, miss important details, and struggle to deal with more mundane and monotonous tasks which they do not find interesting. This can lead to other people having a negative perception of them in the workplace, incorrectly labelling them as lazy, unmotivated, or even rude. This can lead to people with ADHD receiving poor work performance reviews, failing exams, capability procedures being activated, and even disciplinary action. They might find it difficult to perform well in long recruitment processes with long interviews and extended assessment centres. Our business psychologists work with human resource professionals and senior managers to ensure that their recruitment processes do not inadvertently incorrectly discriminate against people with ADHD. Following an online ADHD diagnosis or a face-to-face ADHD diagnosis, our occupational psychologists can work with organisations to make the necessary reasonable workplace adjustments.
Time Management and Missing important deadlines
Time Management can be challenging for some people with ADHD. Difficulties with
executive function can mean that important deadlines can be missed or late because of the tendency always to leave things at the last minute, no matter how long is available to do things. Thus, time management can become problematic when there are workplace demands or when an individual with ADHD moves into a more senior role. Our workplace ADHD evaluations identify time management strategies to ensure that people with ADHD excel at time management.Difficulty Staying Organised
Staying organised is a challenge for some people who have ADHD developmental disorder. Difficulty staying organised may result in work not being completed on time to the standard required. Some people with diagnosed ADHD find it difficult to multitask and manage complex projects. Written work can be unstructured. Unless a comprehensive ADHD assessment is carried out and reasonable adjustments are implemented, these difficulties can persist. These difficulties may create a risk of complaints and losing important customers.
Poor Relationships with Work Colleagues
Work colleagues of individuals with ADHD/ADD may sometimes cause them anxiety, which might make communication difficult. These difficulties can lead to a deterioration in their mental health and can cause anxiety and depression or make it worse. People with ADHD can be somewhat impulsive. Although this does not mean they are necessarily inappropriate, these impulsive or hyperactive actions, such as interrupting other people in meetings or getting up to pace, may sometimes cause workplace tension. Strategies for ADHD management are a key part of our ADHD workplace needs assessments.
Poor Work Performance Reviews
Workplace performance management reviews are often based on targets and deadlines, an area that some people with diagnosed ADHD can struggle with. Consequently, if they or their managers do not use the correct strategies to manage their ADHD, they can receive comparably worse performance reviews than their neurotypical counterparts. A workplace needs assessment can identify how to address these problems through reasonable workplace adjustments. In one study,
people with ADHD reported more problems getting work done effectively (55%) and working to their potential (69%). Some 22% reported problems with their attendance, and 23% reported poor performance evaluations. People with ADHD also reported problems with their manager and working in a team. Harvard Medical School and the World Health Organisation found that individuals with ADHD do 22 days less work per year than their neurotypical counterparts.Anxiety and Depression
Many individuals with ADHD also present with anxiety and depression. Some people with diagnosed ADHD can be quite emotionally liable, which means that their moods can shift rapidly. We work with organisations and individuals to provide consultancy, counselling, coaching, and mentoring to help people with diagnosed ADHD manage their anxiety and stress in the workplace. Approximately
24% of adults who are on sick leave also exhibit symptoms of ADHD. Self judgement because the negative reactions by neurotypical people to people with diagnosed ADHD can cause rejection dysphoria which is a much deeper reaction to rejection.Difficulty Staying in Employment
According to the Attention Deficit Disorder Association (ADDA) individuals with ADHD are three times more likely to leave their jobs on impulse and approximately 60% more likely to be dismissed. Some
30% of individuals with ADHD are more likely to have long-standing employment problems.Top 10 Tips and Strategies for Managing ADHD At Work
Everyone with diagnosed ADHD is different, so the strategies used will need to be customised to the individual and their work environment following a comprehensive ADHD assessment and an ADHD workplace needs assessment. However, our top ten tips for managing ADHD at work are discussed below.
1. Get An ADHD Workplace Needs Assessment
Following your ADHD assessment get a workplace ADHD needs assessment so that our occupational psychologists can recommend reasonable adjustments to your job to ensure that you can perform your job effectively.
2. Hire A Personal Assistant
Many people with ADHD function well with a support worker or personal assistant. Finding a support worker with an eye for detail can tremendously improve your performance at work. There is even a grant available for a workplace support worker.
3. Hire An Executive Function Coach or Workplace Coach
Training your brain so that you can function more effectively is the best long-term solution for individuals with ADHD. Behavioural strategies such as counselling, cognitive behavioural therapy and environmental adjustments should always be the first line of attack before using medication. Even for individuals who have ADHD medication, it is essential that they also apply the strategies which we have recommended here, as ADHD medication alone is not a magic pill to cure ADHD. Furthermore, ADHD medication does have side effects for some people. An executive function coach will work with you over time to implement the behavioural changes in your day-to-day functioning, thus mitigating the impact of ADHD. Grants are available for executive function (EF) coaches and workplace coaches for people with ADHD.
5. Work In The Right Environment
Changes in the environment, such as changing seating arrangements and adjusting light and noise can improve the performance of people with diagnosed ADHD. Reducing distractions in the office also improves their performance. Making the best use of the day by having shorter periods of focus and allowing movement breaks can be helpful. In addition, it is helpful for managers to reinforce verbal requests with written instructions. It might be helpful to avoid hotdesking and to have a permanent desk or allow it to be booked. People with diagnosed ADHD can be very sensitive to light, sound, touch, and smells, so these must be controlled.
6. Discuss Your Difficulties with HR and Your Line Manager
Tell your organisation about your ADHD when you get a diagnosis. Your line manager, the human resource department and the occupational health department should always maintain confidentiality about your ADHD. ADHD is a disability under the Equality Act 2010. As such, there is a legal requirement for your manager to make reasonable adjustments because of your ADHD. However, if your organisation does not know about your ADHD, it is difficult for there to be a legal requirement to make reasonable adjustments because of it. Consequently, you may not be protected under the Equality Act 2010 if you do not let your organisation know about your ADHD diagnosis. Join an ADHD support group; if your workplace has an ADHD or disability support group, join that one, too, as they provide psychological and practical support.
7. Use Project and Time Management Strategies
Set alarms and reminders. Make realistic lists. Give yourself plenty of time and some more time in case there is slippage. Get into a routine. Set do lists. Keep an up-to-date calendar and tick off tasks as they are completed on your phone tablet or post-it note. Structure your working day. You may find the daily timesheet on your phone or computer helpful to do this. Use in and out trays to sort work and to identify what is important for the day. Break up larger tasks into smaller tasks. Always remember to exercise regularly, have a healthy diet, and get a good night's sleep. It will also be helpful to avoid drinks that have high levels of caffeine or chocolate at least six hours before bedtime. Additionally, avoid watching TV and playing games while in bed.
8. Remember Your Strengths and Successful People with ADHD
People who have ADHD are often creative and find it easy to share thoughts because of their high level of energy. They can be quick-thinking and useful in crises. In addition, they can absorb large amounts of information. They can think outside of the box. They can be hyper-focused, and this can help in a variety of situations when creative or quick action is required. Find a job suited to someone with ADHD. This means you might want to avoid a job that requires constant attention to detail and focus on jobs that require high energy and intelligence. Many people with ADHD do well as teachers. They make outstanding freelancers and entrepreneurs. There are many successful people with ADHD, such as
- Paris Hilson
- Russell Brand
- Micheal Jordan
- Jamie Oliver
- Ikea founder Ingar Kamprad
- Richard Branson of the Virgin Group
- Charles Schwab, the founder of the world's largest stock brokerage firm
- John Chambers CEO of Cisco Systems
9. Use Assistive Technology
Voice recognition software and spell-checking proofreader application software are helpful for people with diagnosed ADHD. Software applications that help organise and prioritise activities and project management software help people with ADHD perform effectively at work. Additionally, noise-cancelling headphones help. Text readers and reading pens are tremendously helpful for people with ADHD. Timers can also help people with ADHD who lose their sense of time.
10. Train Your Team In ADHD Awareness
Managers will benefit from our ADHD awareness training and consultancy services, which provides useful information on developing an inclusive culture to support neurodiverse people within the workplace. Our occupational psychologists are particularly skilled in working with organisations to create an inclusive culture and to provide the right context for the adjustments, as there is not a one-size-fits-all solution. The adjustments must be customised to fit the specific needs and operational demands of each organisation.
Find Out More – Further Reading
Workplace Neurodiversity Needs Assessments
Occupational Health Psychology Assessments
Well-Being Assessments
ADHD Assessments
Career Choices for People with ADHD
ADHD at the Workplace
Undiagnosed ADHD
Understanding ADHD A Guide for Employers
Reasonable Adjustments in the Workplace for People with ADHD
How Not to Manage An Employee With ADHD
Workers with ADHD
Workers with ADHD and Ability
Understanding the Impact of Employees with ADHD in the Workplace
ADHD At Work
Successful People with ADHD
Why People with ADHD Often Thrive as Freelancers and Entrepreneurs
National Institute of Clinical Excellence Guidance of ADHD Assessment
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