INDIA: Attention deficit hyperactivity disorder (ADHD), a condition most recognized in children, have its pangs even in elders who have been affected by this neurodevelopmental disorder. Approximately five percent of children in the world are being diagnosed with 60-70% of these symptoms prolonged into adulthood.
Some of the symptoms that are observed in children with ADHD are daydreaming, fidgeting, loquaciousness, forgetfulness, and difficulty in adjusting to others.
Recent studies have found that adults, too, are vulnerable as well to added work pressure and responsibilities. Success and outward show of content surely do not speak for what a person goes through inside.
Very accomplished business leaders such as Richard Branson (founder of Virgin Group), Ingvar Kamprad (founder of IKEA), and John Chambers (CEO of Cisco), have all been under the garb of ADHD.
A recent study conducted by the Global Health Epidemiology Reference Group has revealed that 2.58 % of adults have ADHD that persists, and 6.76 % of adults have shown signs of symptomatic ADHD.
With the growing increment in diagnosis coupled with the taboos that are prevalent with respect to mental health in society, it is imperative for employers in society to become supportive allies to the cause to aid people with ADHD in tackling the work pressure and feeling more confident.
Methods for reducing stigma surrounding ADHD at workplace
According to recent research, even though certain symptoms of people having ADHD are considered to be deterrent and detrimental such as a dearth of concentration, impulsiveness and restlessness, such employers are considered to be more creative and expressive and can harbor amazing leadership skills.
Awareness is the key to ensuring the proper allyship and assistance of co-workers in the workplace. Though it is the person affected with the illness who should adhere to the first signs of ADHD, like tediousness, wanting to crowd their desks with unwanted objects averting the idea of having a clean workspace, allies should be more accommodating in giving people struggling with ADHD more space to come to terms with their work environment.
Certain objects are usually preferred by people having ADHD symptoms, including the necessity to play music on headphones in order to concentrate. Certain physical spaces could also be made available to these people, including a change of sitting arrangements, from chairs to comfortable sofas. ‘Play spaces’, like video games and table football, can be effective in giving ADHD employees some respite from the workload.
KAI, or the Kirton Adaption- Innovation Inventory, a famous measure for solving problems, can be used significantly to assess the strengths and weaknesses of potential workers.
It is used mainly by the business, psychology, sociology and education sectors endeavoring to comprehend how the employees’ patterns of thinking can affect the way they work and their efficiency.
It measures not the capacity of an employee’s creativity but how an employee prefers to think in a creative manner. KAI helps people understand if people with ADHD are more adaptive or innovative.
According to this research conducted with KAI, it has been discovered that people with ADHD incline more towards the innovative side on the KAI scale, ratifying that employers with this illness take a more innovative approach to solving problems.
It, however, does not make them better or worse than people having adaptive approaches. Using KAI has opened endless possibilities to understand the human mind and its vulnerabilities in social places such as in the workplace.
It is, therefore, possible for team leaders to identify which members can contribute with fresh perspectives and which members can manage projects swiftly. This itself can create an environment of sustenance where people with ADHD and their allies can work in a peaceful manner.
Also Read: Breaking the Stigma: India’s Growing Struggle with Men’s Mental Health