marketing done differently

“Why can’t you just focus and prioritise your tasks?”
“You’re kind of clever, but you always seem so disorganised.”
“How are you never on time?!”
“You have so much potential—if only you could be more consistent.”

If you have ADHD, you’ve likely heard these comments more times than you can count. They might seem harmless to the person saying them, maybe even justified because you believe them to be true, but they cut deep. They reinforce the struggles of an ADHD mind, fueling self-doubt, anxiety, and imposter syndrome—especially in a work environment that wasn’t built for neurodiverse brains.

ADHD is often misunderstood, particularly in workplaces where productivity, organisation, and efficiency are considered the ultimate benchmarks of success. While those with ADHD bring creativity, problem-solving, and relentless drive, they’re often judged for the ways they work differently. And here’s the irony:

We’re living in a world that’s constantly evolving—hybrid work models, AI, flexible shifts—yet ADHD is still framed as a weakness instead of the super power it can be.

So, what’s really going on? And how can we shift the negative workplace narrative to harness the potential of ADHD employees instead of alienating them?

The Box-Ticking Illusion: Inclusivity or PR Exercise?

“We support neurodiversity.”
“We have this certification, that award.”
“Look at our inclusive hiring policies!”
“We watched a video on disabilities for HR.”

Sound familiar? Many organisations promote their inclusivity on paper, but in practice, neurodiverse employees are often left unsupported and misunderstood.

The reality? True inclusivity isn’t about badges or policies—it’s about how a workplace actively supports its employees every single day.

And here’s the problem: ADHD employees often don’t fit the mold of a “perfect” worker. They might be late to meetings, struggle with admin-heavy tasks, or get sidetracked by a million ideas at once. But here’s what you might not see:

They’re the ones bringing innovation to the table.
They work harder and longer when they’re passionate.
They thrive under pressure, finding solutions in ways others wouldn’t.

But instead of harnessing this unique potential, many workplaces penalise ADHD employees for not working in a neurotypical way—failing to realise that, with the right environment, they can be among the most creative, dedicated, and high-performing members of a team.

The Everyday Struggles of ADHD in the Workplace

1. Time Management & Procrastination: A Constant Battle

For ADHD minds, time isn’t linear—it’s fluid. We’re either hyper-focused for hours or stuck in a loop of procrastination, frozen by overwhelming tasks.

When we care about something, we go ALL IN yet when a task feels overwhelming, we shut down in paralysis not knowing where to even start.

Traditional time management techniques—like strict schedules or rigid task lists—don’t always work for ADHD brains. We thrive in environments that allow flexibility while still maintaining structure. Let’s call it loose structure for arguments sake.

So why do workplaces insist on the 9-to-5, five-day working week model when neurodivergent employees could be delivering their best work outside those hours?

We need options, not ultimatums—because when ADHD brains are fuelled by passion, drive and we feel understood and supported, we’re unstoppable and you’ll only see dedication and a drive no other employee can even muster.

2. Task Switching & Focus Challenges: The Mental Tug-of-War

Ever tried working on three different projects while your brain is simultaneously reminding you of a brilliant idea, an email you forgot to send, a meeting you might be late for, whether you left your hair straighteners on, is there any milk in the fridge? How many penguins you would need to stack on top of each other to reach the moon…?

That’s ADHD.

We don’t just get distracted—we get stuck in a whirlwind of competing thoughts. And what makes it worse? Work environments that don’t accommodate different working styles:

Hyperfocus mode: We can dive deep into a task for hours—until someone interrupts us, breaking the flow and it drives us crazy when it happens!
Paralysis mode: We can’t decide where to start, so we do… nothing, because that’s easier than the shame of doing it wrong.
Task-switching overload: Juggling multiple projects at once? Expect a mental traffic jam because to us, everything is just as important as the other tasks we need to do.

This doesn’t mean we’re not capable—it means workplaces need to understand how our focus works. By adjusting workflows and giving ADHD employees the tools to manage distractions, companies can unlock next-level productivity.

3. Executive Dysfunction & OrganiSation: The Chaos Behind the Genius

ADHD impacts executive function, which means we struggle with prioritisation, planning, and organisation—but not because we’re lazy or careless. Far from it.

We want to be on top of things. We want to hit deadlines. We just need systems that actually work for our brains:

Flexible deadlines where possible (last-minute pressure can help, but too much = burnout).
Assistive tools like project management apps (Trello, Notion, Asana—visual organisation really does help and costs far less than you think).
Work environments that support structured communication (clear instructions, regular check-ins, a safe space without judgement to be open and honest).

Because when we’re given the right framework, we don’t just meet expectations—we exceed them and make everyone else look proper rubbish 😉

4. Rejection Sensitivity & Imposter Syndrome: The Invisible Battle

Many ADHD individuals experience Rejection Sensitive Dysphoria (RSD)—an intense emotional and sometimes physical response to criticism (whether that’s real or perceived, it feels all the same to us neuro-spicy folk).

A small piece of negative feedback can feel like a crushing failure.
Overanalysing emails and interactions? All the time.
Imposter Syndrome? Through the roof.

The problem isn’t just the feedback itself—it’s how it’s delivered. Many ADHD employees thrive with positive reinforcement and constructive guidance rather than criticism that reinforces self-doubt.

A workplace that truly supports ADHD employees understands that how you communicate is just as important as what you communicate.

ADHD Is a Superpower—AND WE DON’T EVEN NEED A CAPE

Despite the challenges, ADHD isn’t a weakness—it’s a different way of thinking.

And in today’s fast-paced world, where innovation, adaptability, and problem-solving are key to success, ADHD professionals are one of the greatest assets a company can have.

Why?

We’re creative.
We’re passionate AND compassionate.
We thrive under pressure.
We think outside the box—because we never fit inside it to begin with.

How Workplaces Can Support ADHD Employees

Want to unlock the full potential of ADHD employees? Here’s how:

Flexible Work Environments – Remote work, flexible deadlines, quiet spaces.
Clear Communication – Written instructions, regular feedback, structured workflows.
Assistive Tools – Task-management apps, visual schedules, productivity aids.
Understanding & Education – Invest in ADHD awareness, break the stigma, and listen to your neurodivergent employees.

When businesses embrace neurodiversity, they don’t just create better workplaces—they create better results.

Final Thoughts: Thinking Differently Changes the World

ADHD in the workplace is a double-edged sword—but with the right support, it’s a superpower.

So if you struggle with ADHD at work, know this:

🚀 You are not lazy.
🚀 You are not broken.
🚀 You just work differently. And different is brilliant.

Let’s start truly embracing neurodiversity—because the future of work belongs to those who dare to think differently.