Helping people with ADHD to land the right jobs with the right support is more important than ever. In this post, we’ll be sharing some practical jobs for people with ADHD and discussing why it is that certain ADHD-related workplace behaviours may sometimes be misunderstood.
For employees with ADHD, the condition can be a bit of a double-edged sword.
On one hand, ADHD can invite challenges into the workplace, many of which have been widely documented in research. For example, several articles suggest that ADHD employees have difficulty with not fulfilling their own perceived potential, while others show a link between ADHD symptoms and a higher likelihood of unhealthy career beliefs, decision-making struggles, commitment anxiety, and external conflicts.
On the other hand, many individuals with ADHD self-report that their ADHD symptoms aid them in their chosen profession, with positive aspects like creativity, enthusiasm, and energy coming up frequently as helpful traits for employment.
Hyperfocus is another benefit, too. This common ADHD symptom often appears when individuals are engaged in activities they find enjoyable or stimulating. This supports the notion that people with ADHD can achieve great success if they find a job and work environment that truly suits their needs.
For those with ADHD, finding the right career can be tricky.
Since ADHD symptoms exist on a spectrum, what works well for one individual might be overwhelming or unstimulating for another – and that’s okay. ADHD brains thrive on interest and challenge, which means career shifts and evolving passions are completely natural.
It’s also good to keep in mind that a strength in one job might be a setback in another. This is why finding the right type of work is so essential.
Here are some job roles that may complement different subtypes of ADHD:
May suit those with: Hyperfocus, out-of-the-box thinking, high energy, adaptability
Creative roles are all about innovation and spontaneity, making them great for those who tend to hyperfocus or channel all their energy into passion projects. The fast pace of a kitchen, the expressive nature of acting, or the experimental nature of musical composition can be just what’s needed to keep an imaginative ADHD brain engaged.
May suit those with: High energy, a hands-on learning style, risk-taking tendencies, a need for movement to relieve stress
Jobs that require constant movement can be ideal for those who struggle with sitting still. Whether it’s performing on stage, coaching athletes, or working on the front lines of emergency services, these roles channel hyperactivity into action.
May suit those with: Deep empathy, interest in human behaviour, strong communication skills
Many ADHD individuals understand what it’s like to struggle firsthand, making them more likely to connect with those in a similar position. For people who have found previous jobs unfulfilling, this kind of role can prove to be highly rewarding and meaningful.
May suit those with: Hyperfocus, problem-solving tendencies, high tolerance for complexity
Some ADHD brains excel in deep, complex problem-solving. Programming and similar tech-based roles offer engaging challenges that can trigger hyperfocus, allowing hours to slip by in a productive flow state. Many tech roles also offer flexibility in work environments and schedules, making it easier to accommodate fluctuating energy levels and focus – common symptoms of ADHD.
Which job is best overall for individuals with ADHD? Ultimately, there’s no “right” or “wrong” career path for people with ADHD. But what matters most is that employers acknowledge individual needs and provide support when required.
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The following professional challenges are not uncommon for people with ADHD – even in roles that are considered “ADHD-friendly”. Here are some simple ways we can deal with them:
Poor Concentration: Struggles with concentration can make it hard for ADHD employees to absorb information and meet project deadlines. To help with this, employers should support staff to explore tasks they enjoy best, offer flexibility (so that staff can work when they feel most productive), and stay curious about activities that inspire hyperfocus in some individuals.
Distractibility: Some people with ADHD become easily distracted by their environment and the people around them. In certain situations, this may affect productivity, and even result in them wrongly being seen as lazy or less hardworking. To reduce distraction, employers may wish to offer quiet zones and solo-working areas where external sensory stimuli are kept to a minimum. This gives ADHD employees a better chance of focusing.
Disorganisation: Disorganisation is another common challenge. It can make ADHD individuals appear messy or even “careless”. But in reality, it’s just part of the struggle with executive functioning. To support with this, managers should spend 1-1 time with ADHD employees, offering strategies to make organisation more manageable, and allowing them to break tasks down into chunks.
ADHD Paralysis: Although not a scientific term, “ADHD paralysis” is a common term used within the ADHD community to describe ADHD overwhelm. This can happen when a person is facing multiple challenges at once. To help staff navigate this, mindfulness or meditation sessions (along with the strategies above) can be really useful. These encourage staff with ADHD to slow down, clear their minds, and focus on the present rather than becoming trapped in a cycle of anxiety or ADHD-related stress.
When it comes to job hunting, people with ADHD are free to decide whether they want to mention their condition during the application process. However, since ADHD can be considered a disability under The Equality Act, employers have a responsibility to make sure staff with ADHD aren’t disadvantaged in any way. This involves making any necessary reasonable adjustments for ADHD throughout the hiring process.
Grab these practical strategies for navigating ADHD in the workplace
ADHD UK offer lots of handy advice on how to help candidates with ADHD during the interview process. Here are some key points that they suggest all employers should follow:
Being Open: Employers should be transparent about the interview process, including the overall structure, the number of interviewers, their roles, and the likely questions or activities. This helps individuals to understand what accommodations might be necessary.
Adjustments to the Interview Process: Hiring staff should make small adjustments such as allowing candidates to bring and refer to notes, making questions direct and specific, and providing additional time (recommended 50% more) to help reduce pressure and allow individuals to better communicate their qualifications.
Room Considerations: For both online and in-person meetings, managers should select a quiet, private room with minimal distractions. This ensures a focused and fair interview process.
All of these adjustments can help candidates with ADHD to show their true abilities and stand a fairer chance of landing a suitable role.
As we’ve shown, although employees with ADHD may struggle in certain situations, they also possess many wonderful strengths that should be valued and nurtured to help them fulfil their true potential. Understanding this allows us to create happy, productive workplaces that are better for all.
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