SINGAPORE: Amy is 34 and building a successful career – but only after a secret struggle and late diagnosis of ADHD. Here’s how she says workplaces can unlock their staff’s true potential.
A 34-year-old manager with ADHD is calling for other bosses to be more aware and accommodating of neurodivergent workers.
Amy, who works as an operations manager, was diagnosed four years ago.
“Misconceptions that people with ADHD are lazy and that these symptoms are just an excuse are common. Trust me, they’re not,” she says.
“If there was a less stressful and exhausting way to manage these things, I would be doing it. Having a safe space to share your diagnosis without judgment is really important and allows you to do your best work.”
Her comments come as an estimated one million Australians have ADHD, and an estimated 15-20 per cent of the Australian population are believed to be neurodivergent.
A recent Senate inquiry into assessment and support services for people with ADHD found limited access to assessment remain significant challenges.
Amy wants to see more inclusive, more flexible work environments.
“People with ADHD can often fidget unconsciously and can get thrown off by distracting things in their environment – so adjustable desks, chairs, screens and even lighting can all really help someone concentrate better and allow them to be productive,” she says.
Amy said her current workplace is supportive but, in the past, masking her condition took its toll.
“I’m really lucky in that my current employer is supportive and gives me greater flexibility, but that hasn’t always been the case. Having a really short attention span, accidentally interrupting people, speaking too fast and struggling with timekeeping were all things that I struggled with, both at school and in the world of work,” she says.
“As many of these are non-negotiables at work, I had to come up with coping mechanisms to stay on top of them.
“On the surface, my employers would never know there was a problem but the stress and exhaustion of keeping up appearances weighed heavily on me, leading to burnout and anxiety, which in turn makes managing these things worse.”
Amy also wants a less cynical attitude shown towards workers with ADHD.
“Greater awareness goes a long way, but I still think there is this cynical assumption that ADHD is not a real condition or that people are exaggerating their symptoms. It’s not because we’re not competent, it’s because our brains work differently,” she says.
“There are also lots of benefits hiring someone with ADHD, as they often provide different insight, thinking outside of the box, greater creativity, dynamic problem-solving and the ability to build meaningful relationships quickly.”
Sarah Richardson, CEO of tele-mental health provider, Clear Minds, says stigma was a significant barrier to workers being open about conditions such as ADHD.
“Many adults are hesitant to disclose challenges or seek support, often because ADHD is still misunderstood as something that doesn’t affect adults in professional environments,” she says.
“That hesitation can delay support and make challenges more difficult to manage over time.
“Simple, practical adjustments from employers, like clearer communication, flexible working arrangements and reducing unnecessary distractions, can make a significant difference. These are not complex or costly interventions, but they are not yet consistently implemented across workplaces.”
Clear Minds’ clinical director Dr Michelle Olaithe said workplace pressures “can be particularly overwhelming for people with ADHD”.
“When roles lack clarity, expectations constantly shift, or workloads become unmanageable, it directly impacts executive functioning, the very skills people with ADHD are already working hard to regulate. Without appropriate diagnosis, treatment and workplace adjustments, environments like these can quickly lead to burnout, underperformance, and job instability,” she says.
“One of the biggest challenges we see is that many adults aren’t identified or supported until things are already breaking down at work. There is a real opportunity to normalise earlier assessment and provide support sooner, before individuals reach that point.”