It’s estimated that around 3–4% of adults in the UK have ADHD. For those in employment or education, access to ADHD accommodations can mean the difference between struggling to stay afloat and thriving in their potential. In this post, we explore how employers and educators can make these accommodations to better support individuals with ADHD and help them succeed.
Attention Deficit Hyperactivity Disorder (ADHD) is a developmental disorder that affects the brain’s ability to regulate attention, impulses, and activity levels. Symptoms vary from person to person, but common features include a lack of focus, hyperactivity, and impulsivity.
It’s important to note that not everyone with ADHD has the same type. Although the combined type is suggested to be the most common, some individuals may experience difficulties only with inattention or impulsivity/hyperactivity.
Since ADHD brains appear to function differently from non-ADHD brains, we can’t expect individuals with ADHD to perform at their best in neurotypical environments. It would be a bit like asking somebody to write with their non-dominant hand and expecting beautifully neat handwriting. It’s not entirely impossible, but for the average person, it would be exceedingly difficult. That’s where accommodations come in.
For employees with ADHD, symptoms can get in the way of even the most basic tasks. For example, without the right accommodations, someone who particularly struggles with inattention may find that a busy office or loud working environment makes it hard for them to type. General chit-chat, telephone calls, and even people moving around the space may be highly distracting, making it challenging to focus on tasks or maintain productivity.
ADHD can have a big impact on learning too. For example, for a student at university with hyperactive-impulsive type ADHD, the expectation to sit still in lectures and stay quiet for hours on end may feel almost impossible and make it harder for them to absorb new information.
In some cases, individuals with this type of ADHD can find that quiet environments like lecture theatres, libraries, and exam rooms exacerbate restlessness and boredom, making it even harder to manage symptoms.
What’s more, people with ADHD often have co-existing conditions. According to a publication released by the National Library of Medicine, up to 80% of adults with ADHD have at least one co-occurring psychiatric condition. Of those conditions, depression is common, with ADHD individuals three times more likely to develop major depressive disorder.
Yes – in the UK, some ADHD accommodations fall under reasonable adjustments and are therefore legally required under the Equality Act 2010. The Equality Act defines disabilities as conditions that have a substantial and long-term negative impact on a person’s day-to-day activities – and this applies to ADHD.
If an employer or educator fails to make reasonable adjustments, it can result in a disability discrimination claim.
So, how can we better support employees with ADHD? Here are just a few examples of adjustments that can make a big difference:
Flexible office layouts: To better support office staff with ADHD, we need to create inclusive workplace layouts that can be adapted to different needs. For example, instead of sticking with a fixed office with only built-in walls or dividers, an organisation could add in modular furniture and moveable partitions that allow for zoning. This would cater to the different types of ADHD by providing quiet areas for those struggling with inattention, as well as open, collaborative spaces for those who prefer movement and stimulation.
Sensory accommodations: To prevent overwhelm, employers can support staff by offering sensory solutions like noise-cancelling headphones, acoustically-treated quiet pods, and/or adjustable lighting and temperature dials. These things allow staff more control over their sensory environment, helping them to feel more comfortable.
Assistive technology: For staff with ADHD, assistive technology can help with everything from organisation and planning to creativity and idea generation. Tools like task management apps, speech-to-text software, and writing aids not only make everyday life easier, but they also enhance productivity and allow ADHD individuals to focus on their strengths without being held back by the things they struggle with.
Flexible schedules: Offering flexible working hours or remote work options can help employees with ADHD manage their time and energy more effectively. This allows them to work when they’re most productive, take breaks when needed, and balance their workload in a way that minimises stress and supports focus.
Just like in the workplace, educational settings can be overwhelming for students with ADHD. Luckily, there are plenty of things that can be done to make learning easier and more inclusive.
Here are some examples:
Time allowances: It can take longer for students with ADHD to process information and finish tasks. Allowing them extra time to complete work or sit exams can take the pressure off and let them show what they know without being penalised for working at a different pace.
Additional breaks and movement: For students who are more active and impulsive, sitting still for long periods of time can be difficult – even distressing. Having short breaks to move around, like standing up for a stretch or going for a quick walk, can help them burn off energy and focus better.
Assistive technology: Technology can be a huge help for students with ADHD. From text-to-speech software for complex reports to note-taking apps that prevent the need for multitasking in lectures, there are so many innovative tools that can support students to thrive.
Quiet zones: Some students may not have a distraction-fee place to complete work at home or may find the visual stimulation of a library too much. Just like in the workplace, offering students with ADHD access to quiet, private places for study allows them to knuckle down without fear of being disturbed.
Compassion and support: Lastly, and perhaps most importantly, students with ADHD need understanding and support. Creating a positive and accepting learning environment where students feel comfortable disclosing their needs and asking for help is essential. These things can significantly impact academic success and boost student self-esteem.
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The government’s Access to Work programme offers grants of up to £69,260 per year to help employees with ADHD and other conditions to stay in work. These grants can be spent on things that go beyond ‘reasonable adjustments’, such as specialist equipment, travel costs, and adaptations. It’s important to note that this doesn’t replace an employer’s legal responsibility to provide reasonable adjustments under the Equality Act 2010. Employers are required to cover the cost of these adjustments as part of their duty to support employees with disabilities.
Students with ADHD may choose to claim Disabled Students’ Allowance (DSA). This money is available to help disabled students cover specific study-related costs, like specialist equipment, non-medical helpers, extra travel expenses, and any other support linked to their disability. DSA doesn’t pay for everyday disability-related costs, such as medication or healthcare.
At CareScribe, we’re passionate about supporting disabled individuals to reach their full potential with assistive technology. Find out more about us, or get in touch to discuss how we can help you to create a more inclusive environment for those with ADHD.
Our small but mighty team builds leading-edge software that people love. We pride ourselves on a user-led approach to product design. The voice of the customer shapes what we create and that’s exactly how great assistive tech should be made.
