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ADHD Awareness Month

14:58, 28/10/2024

Home » News & Knowledge » ADHD Awareness Month

October is ADHD Awareness Month, a time dedicated to increasing understanding, breaking down stigmas, and highlighting the real-world experiences of those with Attention Deficit Hyperactivity Disorder (ADHD).

 

This month is a chance to learn more about the challenges and strengths of individuals with ADHD as it affects millions of people worldwide.

 

ADHD Awareness Month

 

What is ADHD?

ADHD is a neurodevelopmental disorder that primarily affects attention, self-control, and executive functioning skills. These characteristics can lead to difficulties with organisation, staying on task, and time management.

ADHD symptoms often appear in early childhood, and while commonly associated with children, ADHD can continue into adolescence and adulthood.

 

Types of ADHD

There are three types of ADHD that can affect people in different ways.

  1. Predominantly Inattentive Presentation: Characterised by difficulty in staying focused, being organised, and following instructions.
  2. Predominantly Hyperactive-Impulsive Presentation: Primarily involves hyperactivity and impulsive actions.
  3. Combined Presentation: A mix of inattentive and hyperactive-impulsive symptoms.

As we celebrate ADHD Awareness Month, it is crucial to remember that raising awareness isn’t just about recognising challenges but also about embracing the diverse perspectives and strengths that individuals with ADHD bring to the world.

 

ADHD in the workplace

ADHD can affect employees in the workplace – and this is why it is so important for colleagues and managers to be understanding, recognise the signs and be open minded when it comes to working with neurodivergent employees.

Some employees with ADHD may find working environments challenging due to the nature of office work.  The noises, rigidity and deadlines can office be difficult or stressful for colleagues with ADHD.

Many employees with ADHD may find small adjustments can help them work more effectively and it is important to create an inclusive work culture, to ensure employees are comfortable informing their manager of their needs.

 

How to create an inclusive work culture

Creating an inclusive work culture is essential for fostering a sense of belonging, engagement, and productivity among employees from diverse backgrounds. Here are some actionable strategies:

1) Encourage an Inclusive Leadership

  • Leaders set the tone, so they should actively promote inclusive behaviours and diversity. Encourage managers to be aware of biases and make space for all perspectives in decision-making.

2) Provide Training and Education

  • Offer regular training on diversity, equity, and inclusion including to encourage continuous learning so that all employees understand the importance of an inclusive environment.

3) Celebrate Diversity

  • Celebrate cultural events, heritage months, and other important dates relevant to different backgrounds. Recognise and value contributions from everyone, especially when employees bring unique perspectives or experiences that benefit the organisation.

4) Encourage Open Communication and Feedback

  • Encourage open dialogue by creating safe spaces where employees can express concerns, share ideas, and give feedback on inclusivity efforts. Anonymous feedback can also help employees share their thoughts

 

Reasonable workplace adjustments for ADHD

Managers should consider implementing the following for employees with ADHD if requested:

  1. Provide a quiet space to work or noise-cancelling headphones.
  2. Offer more frequent, shorter breaks.
  3. Organise work around medication if applicable.
  4. Allow extra time for meeting or presentation preparation.
  5. Enable notetaking or record meetings.
  6. Support in planning tasks.
  7. Break long assignments into shorter tasks.
  8. Assistance with detailed paperwork.

 

Neurodiversity and workplace laws

If you have been diagnosed with a disability, laws are in place to ensure you are not discriminated against at work.

 

Employment Law – How does it work?

The Equality Act 2010 prohibits employers from discriminating against employees because of the following protected characteristics.

If an employee or employer is proven to have discriminated against you because of one of the characteristics there can be serious consequences.

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnerships
  • Pregnancy and maternity
  • Race
  • Religion or belief
  • Sex

 

Disability and employment law

It’s against the law for employers to discriminate against you because of a disability. The Equality Act 2010 protects you and covers areas including:

  • Application forms
  • Interview arrangements
  • Aptitude or proficiency tests
  • Job offers
  • Terms of employment, including pay
  • Promotion, transfer and training opportunities
  • Dismissal or redundancy
  • Discipline and grievances

 

Reasonable adjustments in the workplace

An employer has to make ‘reasonable adjustments’ to avoid you being put at a disadvantage compared to non-disabled people in the workplace. For example, adjusting your working hours or providing you with a special piece of equipment to help you do the job.

 

I have been discriminated against at work – What should I do?

If you believe that you are being treated unfairly at work because you have ADHD, you may have a discrimination claim.

Please contact Oakwood Solicitors Ltd as soon as possible to speak to one of our employment advisors.

 

Types of discrimination

In some cases, discrimination in the workplace is not necessarily obvious. Discrimination can be presented in different forms such as the following:

  • Direct Discrimination: Treating a person less favourably because of one or more Protected Characteristics.
  • Indirect Discrimination: There may be a workplace provision, criterion, or practice (PCP) which is not intended to be discriminatory but which has the effect of disadvantaging employees with a particular Protected Characteristic. For example, a policy that unfairly disadvantages a group of employees with one of the Protected Characteristics.
  • Harassment: Harassment occurs when an employee is subjected to unwanted conduct relating to one or more Protected Characteristic which has the purpose or effect of either violating the employee’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for the employee.
  • Victimisation: Victimisation means being ‘punished’ for reporting something at work that you believe is unfair such as being discriminated against.

 

Should I tell my employer about my concerns?

If you have been discriminated against, employees are expected to raise a grievance to resolve a work-related dispute before taking matters further.

Employees should follow the grievance procedure in their Staff Handbook. If you do not have a Staff Handbook, why not take a look at our guidance on raising a Grievance in the workplace by clicking here?

 

I have raised a grievance but matters have got worse as a result – What should I do?

Many claims of victimisation arise as a result of a grievance being raised.  An employer may be resentful about the fact that you raised a formal complaint which may result in you being subjected to victimisation.

If you are being victimised for raising a grievance in relation to the way you are being treated at work, please contact Oakwood Solicitors Ltd to see if we can help.

 

How do I prove workplace discrimination?

To prove that you have been discriminated at work can be tricky, but collecting any evidence that you might have can be beneficial.

Evidence can be your own account of what happened, witness accounts as well as any documents that show that you have been subjected to discrimination.

Try to gather as much evidence as possible and keep a record of when it happened what type of discrimination you think it was, who subjected you to this treatment and the date. Also, print out or screenshot any evidence you have online, such as threatening social media messages or e-mails.

You should also make sure your employer has done everything they’re supposed to do. To do this, get copies of your contract and any internal policies on things like bullying or equal opportunities.

When it comes to witnesses, you should ask if they saw or heard what happened, and it backs up your complaint you should ask if they’re happy for you to give their name when you complain. However, you don’t have to have witnesses and your own evidence can be enough.

The team at Oakwood Solicitors can assist you in obtaining the evidence you need to make a successful claim.

 

Do I have to suffer repeatedly to make a claim?

The answer is no – just one instance would be enough to make a claim. For example, you could be denied your previous position (or a similar role) for no reason other than you recently returned from maternity leave.

 

How much compensation will I get for a successful claim?

The amount of compensation you can get will depend on the circumstances.

Some of the things considered include the following:

  • Any money you’ve lost because of the discrimination – This is called financial loss and covers loss up to when you’re likely to get a new job if you’ve lost your job.
  • Hurt or distress you’ve suffered because of the discrimination – This is called ‘injury to feelings’
  • A personal injury – Such as depression or a physical injury, caused by the discrimination
  • Particularly bad behaviour by your employer – This is called ‘aggravated damages’

 

Injury to feelings

If you are claiming for ‘injury to feelings’, you might need to involve further evidence such as if you saw a GP about the impact of discrimination on you or ask family and friends about how you were affected.

The minimum award for injury to feelings should be around £1,000. The most severe cases, where there has been ongoing discrimination for a long period of time can be up to £56,200.

 

Why should I choose Oakwood Solicitors to make my discrimination claim?

If you have been subjected to workplace discrimination, you should not have to deal with this alone. Why not contact Oakwood Solicitors Ltd today to see if we can navigate you through this difficult time.

We have a dedicated team of solicitors and paralegals who have many years’ experience between them in running cases of this nature. They are highly trained to deal with all aspects of employment law.

 

Further reading

Workplace discrimination – Oakwood Solicitors

 

WHAT TO DO NEXT

Get in touch today for a no-obligation consultation. Choose one of the methods on the right-hand side of this page, or call us on 0113 200 9720 to find out how we can help you.

Meet the author

Fiona Almazedi has been with Oakwood Solicitors for the last 10 years working as a consultant and taking up the position of Head of Employment on the 3rd January 2024. Fiona has over 20 years of ex…

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