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Asking for Workplace Accommodations when you have ADHD: The process is not created equal
The process for asking for Workplace Accommodations when you have ADHD is not always created equal.
ADHD brains have low levels of a neurotransmitter called norepinephrine and lower levels of dopamine.
Definition of a job accommodation:
A job accommodation is an adjustment to a job or work environment that makes it possible for an individual with a disability to perform their job duties.
So here’s my interesting point of view/perspective on it all, based on my own experience. Take what resonates and leave the rest
- Yes, ADHD is considered a disability by the ADA, but ADHD doesn’t always put a limit on what you can or are unable to do in order to perform your job duties. Sure it may have an impact on executive functioning more than someone who doesn’t have ADHD, but this does not mean you can’t do your job.
- There are no black-and-white areas when it comes to ADHD. Each person with ADHD is unique and does not always have symptoms that would limit them to perform their job duties. Sometimes we just need extra breaks throughout the day or a longer lunch, to use a timer, or to have a spilt working shift.
- The process that most companies use for disclosing a disability and the forms required are entirely outdated and there is not a “one size fits all” especially with ADHD. The forms are completely biased if you ask me.
We need to do better... And by WE….I mean companies out in the working professional world. We need to educate ourselves more on this topic….because ADHD is actually more common than we realize, and most women are underdiagnosed or never diagnosed. In the past, ADHD was seen as a disorder mainly in young boys and they were “hyperactive.” Most symptoms in young girls were overlooked, and often diagnosed as depression or anxiety.
ADHD Resources:
https://www.inclusively.com/
https://www.additudemag.com/neuroscience-of-adhd-brain/
https://chadd.org/for-adults/workplace-issues/
To listen to the other podcasts from the Amplify Her Media Network check out the link below!
https://linktr.ee/amplifyhermedia
**This podcast is part of the AmplifyHer Media Network
www.iamcarmenshields.com
IG @amazingpossibility
**Disclaimer** The concept What Else is Possible? is not something I created nor do I take credit for creating this concept. It is based on a concept I learned on my own journey of self-discovery, and have taken with me as a tool that has been a contribution to me in my life today.
This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit amazingpossibilitiespodcast.substack.com
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By Amazing Possibilities
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The process for asking for Workplace Accommodations when you have ADHD is not always created equal.
ADHD brains have low levels of a neurotransmitter called norepinephrine and lower levels of dopamine.
Definition of a job accommodation:
A job accommodation is an adjustment to a job or work environment that makes it possible for an individual with a disability to perform their job duties.
So here’s my interesting point of view/perspective on it all, based on my own experience. Take what resonates and leave the rest
- Yes, ADHD is considered a disability by the ADA, but ADHD doesn’t always put a limit on what you can or are unable to do in order to perform your job duties. Sure it may have an impact on executive functioning more than someone who doesn’t have ADHD, but this does not mean you can’t do your job.
- There are no black-and-white areas when it comes to ADHD. Each person with ADHD is unique and does not always have symptoms that would limit them to perform their job duties. Sometimes we just need extra breaks throughout the day or a longer lunch, to use a timer, or to have a spilt working shift.
- The process that most companies use for disclosing a disability and the forms required are entirely outdated and there is not a “one size fits all” especially with ADHD. The forms are completely biased if you ask me.
We need to do better... And by WE….I mean companies out in the working professional world. We need to educate ourselves more on this topic….because ADHD is actually more common than we realize, and most women are underdiagnosed or never diagnosed. In the past, ADHD was seen as a disorder mainly in young boys and they were “hyperactive.” Most symptoms in young girls were overlooked, and often diagnosed as depression or anxiety.
ADHD Resources:
https://www.inclusively.com/
https://www.additudemag.com/neuroscience-of-adhd-brain/
https://chadd.org/for-adults/workplace-issues/
To listen to the other podcasts from the Amplify Her Media Network check out the link below!
https://linktr.ee/amplifyhermedia
**This podcast is part of the AmplifyHer Media Network
www.iamcarmenshields.com
IG @amazingpossibility
**Disclaimer** The concept What Else is Possible? is not something I created nor do I take credit for creating this concept. It is based on a concept I learned on my own journey of self-discovery, and have taken with me as a tool that has been a contribution to me in my life today.
This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit amazingpossibilitiespodcast.substack.com