Neurodiversity in the workplace - this is only the beginning
Astrid Cooper
The PR and marketing industry is many things, but fast-paced and high pressure are some of the more accurate phrases I’d use to describe it.
You’d think anyone able to succeed within this profession is highly capable, switched on and can cope under pressure - and you’d be right. But my ability to manage my internal ‘hamster on a wheel’ has resulted in a late diagnosis of ADHD, and while I’ve been able to thrive in such an environment it’s also been my downfall in disguise.
ADHD is certainly a topic which has been more prominent in recent years, and despite many claiming it to be a ‘trend’, the increase in diagnosis is a result of improved awareness of symptoms.
I waited two years before getting my assessment after a significant light bulb moment when working on a project. The campaign examined the gender gap relating to various medical diagnosis, and how women would often fall under the radar due to exhibiting different symptoms to their male counterparts. Despite increased visibility for ADHD, ADD and AuDHD, to name a few, workplaces need to be doing more to accommodate for these talented neurodivergent individuals, which can bring with them great ideas and a different approach.
I am diagnosed with hyperactive and impulsive ADHD, and despite the many assumptions that those with ADHD are disorganised, I’ve been able to find ways of working that enable me to succeed. My lack of patience and quick mind have allowed me to get things done and not wait around; combine this with the tools and technology I need to ensure I don’t lose track of what I’m doing and I’m a force to be reckoned with. Although my capacity to spin many plates and being hard wired to work at a rapid pace means I’ve been on the brink of burnout many a time, and this is something I think managers and teams need to pay more attention to.
You may see the surface of your employee and their ruthless ability to cope under insurmountable pressure, but it’s still worth checking in and making sure they aren’t hiding the overwhelm that is sure to break them soon enough.And while neurodiversity within the workplace is becoming more of a talking point and employers are taking more ownership to adapt, it’s vitally important to also educate those around them - their peers and even clients. Being a neurodiverant individual shouldn’t be treated as an excuse; it can offer a bit more understanding and help alleviate the shame that comes with the minor mistakes made by these individuals due to how their mind works.
I can’t tell you the number of times I have missed things while proofing my work, or sent something to the wrong person or missed an attachment on an email. And, as I say, I’m not making excuses for myself but it’s good for people to understand that it’s not a case of being careless but the way I work means I actually struggle to slow down.
Managing a neurodivergent individual is also something I feel needs to be addressed. RSD, or rejection sensitive dysphoria, is a real thing and something I also suffer with quite intensely. It’s where you experience severe emotional pain because of failure or feeling rejected, and is a result of those with ADHD feeling emotions much stronger than a neurotypical.As a result, a manager sharing some feedback with not much praise to soften the blow can hit much harder than you realise. This could have a knock-on effect with regards to mental wellbeing, or even impact retention as people no longer feel valued as it’s only the negative that’s given a front seat.I’ve always enjoyed the ‘shit sandwich’, where a manager can deliver constructive feedback within some positive praise - which doesn’t even need to be that show stopping but a simple, “That’s a great idea, but….”.
As a mum of two, this brings it’s own personal challenges as someone with ADHD, so the more that can be done to accommodate in the workplace, the better the overall balance will *hopefully* be.
Here are five things I’d like to see across the PR and marketing industry, or anywhere for that matter, and the approach to neurodivergence in the workplace:
- Education - Whether you are or you aren’t, you should understand what it means to be neurodivergent.
- Awareness - Much like the introduction of pronouns on email signatures, why can’t people start including ‘ADHD’ or ‘ADD’ if they wish.
- Acceptance - Being more accepting that we aren’t all the same and work in different ways; we’re all neurodivergent at the end of the day.
- Adapting processes - As with my third point, everyone has different ways of working that work for them, so it’s only fair there is an accommodation for people to do things in a way that works for them over following a rigid process. If the job is getting done to spec, then it’s all that should matter.
- Slow down - Although a fast pace can be exciting and an environment some thrive in, it’s important to not drive anxiety and stress by creating unnecessary pace; decide what can wait and what is more pressing. As they say, it’s PR not ER.
