top of page
  • Writer's pictureDini Habib

Neurodiversity in the workplace: Three things people with ADHD want all organisations to know

In this week's collaboration, we had an enlightening talk about ADHD in the workplace with Nitesh Chotai, Relationship Advisor at HSBC Innovation Banking.

Nitesh was one of the panellists at the launch of our recent Access2Funding report launch. During the event, he spoke about his own journey with accepting his neurodiversity, so we wanted to speak to him again about what all employers should know about employees with ADHD.

We hope you enjoy the summary of our conversation below...

In the UK, 2.6 million people are estimated to have ADHD. Yet, many employees with ADHD experience challenges in the workplace that can inhibit their performance.

Neurodiversity is currently a hot topic in the working world, but still, so many employees and job seekers who are neurodiverse are not getting the support they should be receiving by law.

When we think about setting up neurodiverse people for success, it is vital that we move past the medical model of support and start to look at social models of inclusion. This means that instead of looking at neurodiversities like ADHD as something to be fixed, we begin building systems and processes that are more inclusive and accessible to all.

So, what are the three things all employers should know about people with ADHD?

1. ADHD is not a choice

One of the most common misunderstandings is that ADHD can be fixed. This is completely false. ADHD is a neurological condition caused by an impairment of the brain's executive functions. It is not a condition that can be turned on or off by will. It does not dictate one's work ethic or intelligence.

This misconception can lead to a lack of understanding about how to support and enhance the performance of employees with ADHD effectively.

2. ADHD impacts everyone differently

ADHD is a condition that manifests in everyone uniquely. Recognise that everyone has their own strengths and needs. In other words? Communication is key. It is important to offer flexibility and support that are tailored to enhance the performance and well-being of employees with ADHD.

3. ADHD is not a problem to solve

It is important to embrace the different strengths of employees with ADHD. Nitesh adds, "When we create an inclusive environment where everyone's voices are heard, magic happens. Different perspectives bring forth unique solutions, sparking innovation that can propel our organisation forward." Creating an environment that recognises and hones the innate skills of neurodivergent individuals is a crucial part of the solution.


At Clu, we're reinventing how job seekers find jobs by helping Employers get great at skills-based and inclusive hiring.

Find out more by getting in touch with us. We'd love to hear from you.


bottom of page