The National Institute for Health and Care Excellence estimates that 3% to 4% of adults in the UK are living with ADHD. That’s nearly 2 million people facing the daily challenges of the condition, often with little to no support.

In this article, we’ll explore 10 practical ways to raise awareness of ADHD in the workplace, both in the lead-up to, and during ADHD Awareness Month in October 2025. Before you can take meaningful steps to promote awareness, it’s important to first understand the impact of ADHD in the workplace, and why raising awareness matters.

ADHD is a neurodevelopmental condition that stands for Attention Deficit Hyperactivity Disorder and it can present itself differently in both men and women,  often causing the condition to go undiagnosed for a long period of time, even up until adult life.

Common signs and symptoms of ADHD can include:

• Easily distracted – loses focus quickly, even during important tasks
• Forgetful – often forgets appointments, tasks, or where things are placed
• Disorganised – struggles to keep plans or priorities in order
• Procrastinates – delays starting or finishing tasks, especially boring ones
• Fidgety or restless – finds it hard to sit still or stay physically calm
• Talks a lot or interrupts – may dominate conversations or speak out of turn
• Impulsive – acts quickly without thinking through the consequences
• Emotionally reactive – may feel easily overwhelmed or frustrated
• Poor time management – underestimates time or often runs late
• Trouble finishing tasks – starts things with energy but struggles to follow through

Although these are some of the more frequently observed traits, ADHD can present very differently from person to person. The ways it shows up are not always obvious and may vary in intensity or form. For example, someone might identify with several of these signs, while another person may experience ADHD in less typical ways. This is especially true when it comes to gender differences.

In many cases, women with ADHD tend to exhibit symptoms such as:

• Inattentiveness
• Disorganisation
• Daydreaming or being easily distracted
• Emotional sensitivity, particularly around rejection
• Low self-esteem or feelings of being an imposter
• Perfectionism
• Chronic fatigue or ongoing burnout
• Anxiety or depression

On the other hand, men are often more likely to show outward signs, including:

• Hyperactivity
• Hyperactivity
• Impulsivity
• Difficulty focusing
• Disorganisation and poor time management
• Risk-taking behaviours
• Challenges with emotional regulation
• Low self-esteem

While there can be crossover in symptoms, women are still much more likely to go undiagnosed or be misdiagnosed with something like anxiety or a mood disorder. This makes it all the more important for workplaces to understand how ADHD can affect individuals and to ensure the right support is available.

Without that understanding, people with ADHD can experience higher stress levels, lower confidence and difficulties that impact their wellbeing and performance at work. Recognising and supporting neurodiversity is key to building a culture where everyone feels valued, understood and empowered to succeed.

That is why it is so important for workplaces to be equipped to support all forms of neurodivergence. In this article, we will explore 10 ways employers can raise awareness and create a more inclusive environment, helping neurodivergent employees thrive and reach their full potential.

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1.     Provide ADHD education and inclusion training

Raising awareness starts with building knowledge. Many people still associate ADHD solely with children, often overlooking how it presents in adults. Symptoms such as impulsivity, inattention, time blindness and difficulty with emotional regulation can all affect performance, communication and wellbeing at work. Employers can play a vital role by organising training sessions, webinars or workshops as part of their inclusion strategies to help staff better understand adult ADHD and how it shows up in a workplace setting.

For example, at Fertifa we host a range of webinars focused on reproductive health and neurodiversity. One session worth catching up on is How to Create a Supportive Environment for Neurodiverse Employees. In this webinar, Jess Meredith, CEO of Differing Minds, explores why inclusivity is more than just a tick-box exercise and emphasises the importance of building workplace environments and support systems that truly work for everyone.

To create lasting impact, ADHD awareness must go beyond one-off campaigns. It should be embedded within wider diversity, equity and inclusion efforts. This means considering neurodiversity when developing workplace policies, recruitment practices, leadership training and wellbeing programmes. With an estimated one in seven people in the UK being neurodiverse, inclusion is not a niche concern. Representation matters, so involving neurodivergent employees in shaping policies and giving feedback is essential. When neurodiversity is treated as a core part of inclusion, rather than an add-on, it becomes easier to create environments where everyone can thrive.

If you're looking to make your workplace more ADHD-friendly, take a look at our guide on the 10 most impactful ADHD workplace adjustments for UK companies. It includes practical suggestions on communication, tools and technology to support focus and productivity. ADHD resources like this are designed to give you a clear starting point for meaningful, lasting change. We will explore this in more detail shortly.

2.    Create an inclusive environment where neurodiversity is celebrated

Creating a genuinely inclusive workplace means moving beyond surface-level awareness campaigns and fully embedding neurodiversity into your company culture. This involves encouraging open conversations, challenging assumptions about productivity or behaviour, and making room for different working styles. When employees feel safe to disclose a diagnosis, or simply talk about the challenges they face without fear of judgement, they are far more likely to seek support and thrive.

Inclusivity should be strengthened through clear and consistent internal communication, visible support from leadership and employee networks that represent and elevate neurodivergent voices. Marking neurodiversity awareness days, such as ADHD Awareness Month or Neurodiversity Celebration Week, is another meaningful way to build visibility and recognition. These moments create opportunities to share lived experiences, highlight available support and reinforce your organisation’s commitment to inclusion. To stay informed about key dates throughout the year, take a look at our Health and Wellbeing Awareness Calendar.

It is important to clearly signpost where support is available. Make sure employees know how to access wellbeing services, request adjustments or speak to HR confidentially. When support is visible and easy to access, it helps everyone feel seen, understood and included. Employee Resource Groups (ERGs), support groups and peer support groups also play a valuable role by offering sharing lived experiences, reliable information and shaping more inclusive policies and practices across the organisation.

3.     Offer flexible working arrangements and adjustments.

ADHD affects people in highly individual ways. Some may find they work best during non-traditional hours, while others may benefit from quieter, less stimulating environments. Employers can support productivity and wellbeing by offering flexible working hours, remote or hybrid working options, and quiet zones in office spaces. Flexibility empowers employees to manage their time and focus in ways that work for them,  it’s one of the most effective adjustments for supporting ADHD and creates more inclusive workplaces.

You can use the article mentioned earlier about practical workplace adjustements to go mor ein dephth, but here are a few that we recommend implementing in order to make the lives of your emoloyees with ADHD that bit easier and more maneagable:

‍Communicate clearly and consistently
People with ADHD often find it challenging to retain verbal information, especially when it’s fast-paced or detailed. Providing written instructions alongside verbal guidance gives them a chance to revisit information at their own pace, reducing confusion and building confidence.

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Break tasks into manageable steps
Large or vague tasks can feel overwhelming and make it hard to focus. Breaking work into smaller, clearly defined steps creates structure, reduces stress and helps employees feel a sense of progress.‍

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Support flexible working and focus-friendly environments
ADHD can affect energy levels, focus and sensitivity to noise. Offering flexible hours, quiet spaces, regular breaks or hybrid working options can help individuals manage their time and surroundings in a way that supports their wellbeing and productivity.

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Use regular check-ins and planning tools
Frequent check-ins provide a chance to review priorities, adjust workloads and offer encouragement. Encouraging the use of calendars, task lists or productivity apps also helps with organisation and reduces the mental load of trying to remember everything at once.

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Personalise support and raise awareness
Every experience of ADHD is different, so taking the time to ask what works best shows that support is genuine and individualised. Training managers and teams about ADHD fosters understanding, reduces stigma and creates a more inclusive workplace culture.

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4.    Make support resources easy to access and understand

Employees with ADHD frequently encounter several barriers when trying to access help and support at work. These obstacles can include fear of stigma or discrimination, unclear or inconsistent communication about what support is available, and complex or overwhelming processes for requesting assistance. Without clear guidance, many employees may feel discouraged or unsure about how to seek the help they need.

To address these challenges, it is essential for organisations to ensure that information about internal support systems is communicated clearly and regularly. This includes details about Employee Assistance Programmes (EAPs), occupational health services, neurodiversity assessments, and any other relevant workplace support options. All communications should be easy to find and understand, using simple language and multiple channels such as email, intranet pages, posters, or staff newsletters.

Furthermore, assigning designated HR or wellbeing champions who are specifically trained to support neurodivergent employees can make a significant difference. These individuals can act as trusted guides, helping employees navigate the process of accessing support and requesting workplace adjustments. By offering a compassionate, human connection, champions help build trust and encourage employees to come forward without fear of judgement.

Regularly reviewing and updating these support resources ensures they remain relevant and responsive to employee needs. Additionally, promoting these resources during events like ADHD Awareness Month and through social media campaigns can raise visibility and remind employees that support is always available. Ultimately, making support resources easy to access and understand creates a more inclusive and supportive workplace where neurodivergent people feel valued and empowered to succeed.

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5.     Provide clarity around expectations and priorities

Many people with ADHD find it challenging to filter and prioritise tasks when faced with competing deadlines or complex workloads. Without clear guidance, this can quickly lead to feelings of overwhelm, confusion and decreased productivity. Research shows that 45% of neurodivergent people have lost or left a job due to challenges caused by being misunderstood or unsupported. This highlights just how crucial it is for employers to set clear, realistic expectations.

Breaking down tasks into manageable priorities and openly discussing deadlines helps employees understand exactly what needs to be tackled first. Using visual tools such as task boards or priority lists can also make it easier to keep track of progress. Regular goal-setting meetings or check-ins provide an opportunity to review workloads and adjust plans before challenges become too great. By offering this clarity and support, employers can reduce stress, boost confidence and improve retention among neurodivergent staff.

6.     Support the use of productivity tools and workplace aids

ADHD can impact organisation, memory and concentration, making everyday tasks more challenging. However, the right tools and adjustments can significantly improve focus and productivity. Employers should actively encourage and normalise the use of assistive technologies and practical aids, ensuring these are readily available as part of workplace adjustments rather than exceptions that require special requests. This approach helps level the playing field and promotes greater autonomy for neurodivergent employees.

Useful tools and aids include:

• Task management apps such as Trello or Notion to help with planning and breaking down workloads
• Noise-cancelling headphones or white noise machines to reduce sensory distractions
• Software like Grammarly or text-to-speech programs such as Dragon Naturally to support communication and written tasks
• Captioning software, for example Caption.Ed, which assists those who find it difficult to focus during virtual meetings or video content
• Physical aids such as fidget toys or stress balls to help manage restlessness and maintain concentration

In addition to technology, flexible working arrangements, access to quiet spaces and support from mentors or job coaches make a meaningful difference in creating an environment where employees can thrive. Despite these benefits, it is concerning that 65% of neurodivergent employees in the UK report fearing discrimination from management. By openly providing and promoting these tools and supports, organisations not only help reduce the cognitive load for employees with ADHD but also demonstrate a commitment to understanding and valuing neurodiversity. This can help build trust, reduce fears of discrimination and foster a more inclusive workplace culture.

7.     Promote openness around mental health and neurodiversity

One of the most effective ways to raise awareness of ADHD and other forms of neurodiversity is by creating a workplace culture where open conversations about mental health and neurodivergence are encouraged and supported. When employees feel safe to speak honestly about their experiences, it fosters greater understanding, inclusion and trust.

Senior leaders and line managers play a key role in setting this tone. By sharing their own experiences or simply showing openness to these discussions, they help signal that neurodiversity is welcomed and respected. This can make a significant difference for those who may be unsure whether it is safe to be open about their challenges.

Employee resource groups and neurodiversity champions can also provide valuable peer support. These groups offer safe spaces for people to share experiences, access guidance and suggest improvements to how the organisation supports neurodivergent staff.

It is also important to recognise the emotional toll that can come with delayed or inaccessible ADHD diagnoses. Many adults are only beginning to explore whether they may have ADHD, often after years of struggling without support. In some parts of the UK, there is currently an eight-year backlog for NHS ADHD assessments. This uncertainty can have a real impact on mental health and confidence at work, particularly when people are left without answers or appropriate adjustments.

By creating a culture that supports openness and values lived experience, employers can help reduce isolation, build trust and give employees the space they need to succeed.

8.     Recognise the connection between ADHD and menopause

Many women are diagnosed with ADHD later in life and aren't able to receive early diagnosis, often during perimenopause or menopause. Hormonal changes at this stage can worsen ADHD symptoms such as brain fog, poor sleep, emotional difficulties and forgetfulness. For some, it is the first time these traits become noticeable, leading to a diagnosis.

Menopause and ADHD can intensify each other. ADHD makes it harder to manage the challenges of menopause, while hormonal shifts can amplify cognitive and emotional symptoms. This overlap can seriously affect women’s wellbeing and performance at work.

Two-thirds of women experiencing menopause say it has had a mostly negative impact on them at work, and one in ten have faced disciplinary action as a result. These figures show why it is vital for employers to recognise how menopause and ADHD interact.

This is why it is so important to have a strong, inclusive menopause policy in place that reflects the realities of neurodiverse employees. If you're not sure where to start, download our menopause policy guide today to take the first step in creating a more supportive and understanding workplace.

Employers play a key role in creating workplaces where everyone, including neurodivergent employees, can thrive without barriers. Taking small but meaningful steps and using effective support strategies can feel overwhelming, but when based on respect, openness, and inclusion, these actions become easier to implement. By doing so, employers will see improvements in employee wellbeing, confidence, team culture, and overall business performance.

Check with your HR team to learn about existing neurodiversity support and benefits. Fertifa offers a dedicated clinical network in partnership with trusted organisations to provide personalised care for conditions like ADHD, dyslexia, autism, and more. This includes diagnostic assessments, ongoing support such as therapy, coaching, specialist tools, and workplace needs assessments. These assessments help identify practical adjustments that make daily work more manageable and inclusive.

Simple adjustments can make a big difference. When employers provide the right support, employees with ADHD are more likely to succeed and feel confident, and taking responsibility for these supports is essential. To learn more about how to support your neurodivergent employees with Fertifa’s services, book a call with us today.