
How to create a neurodiversity-friendly workplace: In the words of an ADHD employee
Taylor Arp, YuLife's US Customer Experience Lead, shares her experience of ADHD in the workplace, and her advice to companies looking to create a neurodiversity-friendly environment.
25 January 2023
ADHD (Attention-deficit/hyperactivity disorder) is a common neurological condition that an estimated 366.33 million adults globally – yet the acceptance, education and support for this condition in many workplaces have fallen behind.
Research has shown that there is still a significant gap between individuals with ADHD and their ability to thrive in the common workplace. Although it is protected as a disability in the Equality Act, ADHD sufferers often earn a 17% lower annual income than those without the condition, and they are often underutilised at work or hired for positions they are overqualified for.
ADHD results in a variety of symptoms including easy loss of focus, impulsivity and hyperactivity, which is why many employers still view it as a setback. But little do they know – people in this demographic often have skills and capabilities that can offer a huge benefit to any workplace.
Managing ADHD in the workplace with Taylor Arp
“By all outward appearances, I’m your average nineties baby with a bachelor’s degree, a wonderful husband, and a great career,” says Taylor Arp, US Customer Experience Lead at YuLife. “What you can’t see is that I have an invisible neuro-developmental disorder called Attention Deficit Hyperactivity Disorder (ADHD).”
But despite its ‘invisibility’, Taylor’s ADHD has impacted how people perceive her; and she’s not alone. “I stumbled across an article about employers being reluctant to hire ADHD talent. The idea that people have such a negative view of ADHD when they don’t understand how talented those with it can be didn’t sit well with me.”
Taylor decided to respond on Linkedin, with a post that highlighted a few reasons ADHD should be viewed as a superpower: the resilience, creativity and problem-solving abilities, and cool heads in a crisis that come with it.
“I was stunned by the response,” she says. “Colleagues worldwide reached out in support, to learn more, or to share that they, too, have ADHD. It was magical to be embraced and valued for something I’ve grown used to being shamed for.”
But if you know you want to create an inclusive workplace, and attract neurodivergent recruits, where do you start? Here, Taylor tells us about her experience as a neurodiverse employee, and shares her advice on how businesses can better attract, and support, neurodiverse talent.
Tell us about your experience as a neurodiverse employee?
“I’ve never encountered an employer with anything positive to say about ADHD until I interviewed at YuLife. I’m accustomed to being judged, so I disclose my ADHD in the first interview. I’d rather be rejected now than further into the interview process.
You’ve recently joined YuLife. Did you actively look for a neurodiversity-friendly workplace?
“YuLife’s values clearly align with my own, centred around loving who you are and being the best version of yourself. It was clear that YuLife is an inclusive company that genuinely values its people, and that was a culture I desperately wanted to be a part of.
“To my surprise, the Head of Talent, Mel, excitedly replied to my ADHD disclosure: ‘That means you’re creative!’ And at that moment, I began hyperfocusing on exceeding expectations to ensure this job was mine.
What’s your advice for how businesses create a neurodiversity-friendly workplace?
“The most crucial thing HR leaders can do to cultivate a neurodiversity-friendly workplace is to be open-minded and willing to learn,” says Taylor.
1) Start with your hiring process
“Interviews are intimidating for everyone, and nerves can get in the way of candidates performing their best. Try making your process more casual and spend time getting to know your applicants. Not only do you want the best talent, but you want the best people, which is a great way to ensure they’re a good fit for your company culture.”
2) Evaluate your working environment
“Understanding that everyone works differently is key to getting the best out of your team. I work better at home and in the evening because I can control my environment and minimise distractions. Some employees may be anxious about commuting during rush hour, while others may thrive in an office environment. Trusting your team to choose what works best will empower them to put forth their best effort and produce high-quality work.”
3) Remember that no two people are the same
“Each employee and career path are unique, so avoid pre-defined growth standards. Learn about your team and ask questions! The fear of being judged for asking for more precise instructions, due dates, and time between meetings to re-group can deter employees from speaking up. Another idea to consider is implementing an internal mentee/mentor program to support your culture and increase loyalty.
“By creating a caring and safe work environment, you can enable your team to reach their full potential, whatever that may look like. As you embark on this neurodiversity journey, remember to keep an open mind and trust that your employees will continue to meet deadlines and succeed, even with a hands-off approach.”
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