Surviving as an ADHD worker in a world without DEI
Shortly after his inauguration, President Trump signed an executive order that ended DEI (diversity, equity, and inclusion) programs. ADDitude Magazine shared an article about it, and how it'll impact the neurodivergent workforce (I highly recommend you read the whole thing). It helped me find the words for how I've been feeling:
"Many of us never intended to become entrepreneurs; we just didn’t find the average workplace to be hospitable to the way our brains work."
"I always felt like a square peg in a round hole. I changed companies and career paths regularly in search of the elusive place where I could thrive. Based on the stories I hear from other neurodivergent adults, I know this is the norm."
I left my full-time role this summer due in part to burnout from repeated, unheard attempts to advocate for myself and my fellow workers. While we're not all suited to being entrepreneurs, we must find a way of working that allows us to embrace our mental needs and our workplace values.
For me, that means a blend of independent work via my own coaching clients, and work for organizations where I feel valued - not just tolerated.
As a worker with ADHD, you need to know your needs, and to know what happens when they’re not met. When my needs are met through regular feedback, frequently updated resource libraries, undisturbed focus time for tasks, and real - actual - time off, I'm at my best. I do great work, and I excel in my role.
When they're not, I'm a compass with no anchor. I'm mentally frazzled, disorganized, and dysregulated.
Thriving as a worker with ADHD means knowing what aligns your mental compass, and what doesn’t.
It’s already tough to advocate for yourself as an employee with ADHD. While employers are currently required by the Americans with Disabilities Act (ADA) to offer reasonable accommodations, many of us find these accommodations are often denied. Even the most reasonable requests - ones that would benefit neurotypical workers, too - are not met. I’ve had an employer refuse to give me deadlines for work they requested. The reason? “We don’t like to do that here.”
DEI is what shows a company’s dedication to following through with these accommodations. With their removal, it feels very much as though workplaces will become increasingly hostile for neurodivergent workers.
There are certainly organizations that are willing and able to meet accommodations, who will hold fast to their commitment to diversity, equity, and inclusion. And there are organizations that are not.
The hard truth is: a company culture that is not hospitable for neurodivergent workers will not change for you. When an employer is unwilling to accommodate you, you’re left with two options:
Continue to work in a role that will not adjust to meet your needs, or
Leave, and find one that will.
The choice is personal, and switching jobs is tough. But I believe we all owe it to ourselves to choose a work environment where we’re respected.
There are a handful of red and green flags that I’ve observed throughout the years when it comes to organizations that either will or won’t be reasonable about my reasonable accommodations:
✅Green flag: The organization already has a robust (and maintained) resource library where I can find answers to my questions.
❌Red flag: Either there’s no resource library, the content is outdated, or I have to build the resources myself.
✅Green flag: The organization takes responsibility for work-life balance, ensuring that those who are out of office are not required to “just check in” and work during their time off.
❌Red flag: There are no out-of-office/PTO protocols, and addressing burnout is seen as an employee problem.
✅Green flag: People from all leadership levels, roles, and departments speak up in meetings.
❌Red flag: The same handful of people dominate conversations.
Healthy company cultures welcome multiple perspectives and constructive feedback. If you don’t hear either, something is likely very wrong.
✅Green flag: Diversity and inclusion are baked into the company culture - people are open about the challenges they face at work.
❌Red flag: Challenges about work are not talked about, and/or it’s not safe to bring them to your manager.
✅Green flag: There are multiple neurodivergent workers at your organization.
❌Red flag: You’re the only one.
✅Green flag: The organization is open to feedback and regularly checks for “broken” systems.
❌Red flag: The organization is not willing to listen to constructive feedback, or worse - you’re penalized for it.
✅Green flag: There are minorities holding C-suite positions.
❌Red flag: There are not.
✅Green flag: People celebrate work anniversaries longer than 2-3 years.
❌Red flag: Good workers leave - they do so quietly and without saying goodbye.
Figuring out your own flags is crucial for determining where you’ll thrive (and where you won’t). Take some time looking back over your work history, highlighting the times when you felt empowered and the times that you did not.
And know that you don’t have to do this on your own. There are neurodivergent workers out there who are going through the same thing you are, and we’re stronger when we talk to each other - when we ally together. The next four years will be weird. I’ll be over here, working, writing, coaching, and building community as best as I can. Give me a shout if you need to talk.
