Workplace and ADHD

S U R V I V I N G T H E W O R K P L A C E W I T H A D H D

Workplace and ADHD

S U R V I V I N G T H E W O R K P L A C E W I T H A D H D

Introduction

Who we areWhy this topicWhat we hope for todayWhat we hope for todayFormat

Who We Are

Jenna KnightgLD/ADHD Task Force Leader

Student

Ad l i h ADHDAdult with ADHD

MRC consumer

Ose SchwabADHD CoachADHD Coach

Former MRC consumer

Objectives of Workshop

Learn more about the challenges of ADHD that impact g pthe workplaceBecome more aware of the strengths and resources you can bring to the workplaceLearn how to self-advocate Become familiar with the ADA law and accommodations

Format

Impact of ADHDpThe Full Scoop of ADHD: You and Your BrainTake Heart and Take Action: Adjustments You CanTake Heart and Take Action: Adjustments You Can Make in Daily Life and Perspective

What Are Your Work Challenges?

Impact of ADHD at Workp

Prevalence in US Work Force

Surveys conducted in 2001/2002 by WHO reported y y pADHD in: 5.2% adults overall (USA) – 9 million adults4.5% employed/self-employed7.1 % unemployedp yMore men affected than women

Impact on Work

Adults with ADHD:Lose more days to lack of productivityLose more days to poor quality workAre absent moreMake less money ($41,511 vs. $52,053)Are in lower positions (blue collar, white collar technical)S d h lthSpend more on healthcareUnderrepresented in professional positions

Reported Work Challenges

Staying on task (75%)y g ( )Concentrating on what people say (70%)Wrapping up projects (61%)Wrapping up projects (61%)Organizing projects (50%)Following through on tasks (61%)Following through on tasks (61%)Have to work harder than peers (65%) Must work longer to complete tasks (45%)Must work longer to complete tasks (45%)Sitting still in meetings (60%)

What is ADHD Reallyy

Medical Community Says…

Attention Deficit Hyperactivity Disorder (ADHD) is a yp y ( )“family of related chronic neurobiological disorders that interfere with an individual's capacity to:

Regulate activity level (hyperactivity), Inhibit behavior (impulsivity), and Attend to tasks (inattention) in developmentally appropriate ways.”

http://www.medterms.com/script/main/art.asp?articlekey=22329

Executive Functions

Executive functions enable us to activate, orchestrate, monitor, evaluate, and adapt to different strategies to accomplish different tasks. Th i d f t b bl tThey are necessary in order for us to be able to:

Analyze situationsEstimate timePrioritize tasksPlan and take actionR l t tiRegulate emotionFocus and maintain attention to Adjust actions as needed to get the job donej g j

Executive Functions: CEO

http://www.drthomasebrown.com/pdfs/Executive_Functions_by_Thomas_Brown.pdf

ADHD Influences

Factors That Influence ADHD

Your perspectivep pWork environmentPhysical health (sleep, exercise, nutrition)Physical health (sleep, exercise, nutrition)Role (engineer vs. manager of engineers)RelationshipsRelationships Stress

K YKnow YourRights and Responsibilitiesg p

Self Advocacy at Work

Self-advocacy is knowing:y gWhat you wantWhat you do well and what you have difficult doingy y gYour rights and needsBeing able to express that information to the appropriate g p pp ppersonHow to update and revaluate

Disclosure

“Disclosure” by definition means to make something known. This implies that disclosure of any kind is a personal decision; as such the decision as to whether & what disclosure of any kind is a personal decision; as such the decision as to whether & what to disclose about one’s disability in an employment . You need to remember that disclosure of a disability is required to secure “reasonable accommodations” in the workplace There is no law that says a person with a disability has to disclose that disability to a y p y ycurrent or perspective employer If a person makes the decision to disclose a disability during the job application process there are many times which it can be done. Example: prior to an interview, at the interview or after an offer of employment, and at the time of starting a job. There are both advantages and disadvantages to disability disclosure Advantages: It provides legal protection against discrimination (as specified in the Americans with Disabilities Act (ADA) and other disability nondiscrimination laws), it may reduce stress, since protecting a “secret” can take a lot of energy, greater freedom to communicate should you face changes in your particular situation Disadvantages:communicate should you face changes in your particular situation. Disadvantages:experience exclusion, treated differently than others, viewed as needy, not self-sufficient, or unable to perform on par with peers. Who to tell: your supervisor or manager. The EEO or Human Resource staff, or the person you have the interview withperson you have the interview with

Examples of Disclosure

With DisclosureWith DisclosureWithout DisclosureWithout Disclosure With DisclosureWith Disclosure

Lucille is expected to take minutes at the monthly staff meeting but she has trouble

Without DisclosureWithout Disclosure

Jose's job requires him to do a quarterly report. Because Jose has trouble organizing and outlining monthly staff meeting, but she has trouble

writing down what's been said and listening to the conversation at the same time So Lucille asked her boss if she

g g ghis thoughts, his reports are not always as clearly written as they could be. He is often embarrassed when his boss makes revisions to his writing. But

time. So Lucille asked her boss if she might tape-record the staff meetings to be sure that she doesn't miss anything. Then she can play back the tape as often as

Jose has great artistic talents and wondered if he might work out a trade with another employee. One day, he asked his co-worker, Carol, to help him outline and organize his quarterly reports and to she can play back the tape as often as

necessary when preparing the minutes.outline and organize his quarterly reports and to review his drafts before he submits the final copies. In exchange, Jose offered to design the layout and format of Janice's reports.p

Americans with Disabilities Act (ADA)

Established by Congress in 1990 to:End discrimination in the workplace Provide equal employment opportunities for people with disabilities

For businesses with 15 or more employees:For businesses with 15 or more employees:Private employers State and local governmentsEmployment agenciesEmployment agencies Labor organizations

Is ADA Applicable to ADHD

YES. The ADA provides for "mental" conditions or pmental illnesses, but as with physical impairments, the diagnosis of a mental illness or mental impairment is not sufficient to qualify an employee for protection under the Act. B di i b f ADHD lif fBut, conditions must be met for ADHD to qualify for coverage

ADA Conditions for Coverage

Condition must cause significant impact or limitation in a major life activity or function The individual must be regarded as having a disability The individual must have a record of having been viewed as being disabled. The applicant must also be able to perform the essentialThe applicant must also be able to perform the essential job functions with or without accommodations to qualify as an individual with a disability under the meaning of the Act

ADHD and the ADA

Can an employer or potential employer ask if I have ADHD?N Y l t ti l l t k ti b t di lNo. Your employer or potential employer cannot ask questions about your medical or psychiatric history. An exception, however, is if an applicant asks for reasonable accommodation for the hiring process. If the need for this accommodation is not obvious, an employer may ask an applicant for reasonable documentation about his/her disability.

Do I have to tell my employer that I have ADHD in order to be covered by the ADA?Yes Several courts have already ruled that in these situations lack of knowledge of theYes. Several courts have already ruled that in these situations, lack of knowledge of the condition or of how the disability may affect the employee may be an used as a legitimate defense for the employer.

What are reasonable accommodations?An employer is required to provide a reasonable accommodation to a qualified applicant or employee with a disability unless the employer can show that the accommodation would be an undue hardship, such as being too expensive or creating other problems within the

k lworkplace.

Reasonable Accommodations

An employer is required to provide a reasonable accommodation to a qualified applicant or employee with a disability unless theto a qualified applicant or employee with a disability unless the employer can show that the accommodation would be an undue hardship, such as being too expensive or creating other problems within the workplace.within the workplace. Reasonable accommodations for an employee who has ADHD could include:

Job restructuringJob restructuringPart-time or modified work schedules Reassignment to a vacant position Adj i dif i i i i i i lAdjusting or modifying examinations, training materials, or policies

ADHD and Work Accommodations

Formal requests for an accommodation must be made in writing, and the accommodations you ask for shouldn't place an undue hardship on the operationaccommodations you ask for shouldn t place an undue hardship on the operation of the employer's business. In order to seek protection under the Americans with Disabilities Act (ADA), you need to show that you are otherwise qualified to perform the job, and the company you work for must have at least 15 employees. Avoid the perceived threat, which puts a company's executives and human resources on the defensive. If a boss hears the words "disability" and the y"American Disabilities Act" in the same sentence, he or she will suspect that you'll be filing a lawsuit. To succeed on the job, you want your company working with you not against youwith you, not against you.

Let the boss or human resources know, nicely, that you need XYZ because you have ADD (a disability)—and that you would work more efficiently if you got XYZ. At this point, don't mention the ADA.

Examples of Accommodations

Issue Action ResultOffice Assistant needed focus and attention to detail when doing sedentary work and also had poor circulation because of medical problems

Bought compact bicycle pedal machine which fit under desk, was hidden and quiet

Used throughout day and especially while on phone. Improved circulation and blood flow.Generated dopamine which improves concentration and memoryproblems. concentration and memory.

Legal Liaison worked in cubicle in noisy/active environment. Constantly on phone discussing detailed legal

•Moved away from loud, distracting co-worker, •Given a chair with wheels and

Removed from probation, awarded major contributor citation, and promoted to staff training position.p g g

procedures in time-sensitive basis. On probation for slow work, inaccurate legal instructions, and inadequate customer service to important clients

longer phone extension cord to more easily reach materials.•Detailed information organized in color-coded notebook with plastic sheets and tabs

p g p

important clients. sheets and tabs.

ER Physician in busy hospital had time management and memory issues Nearly fired because fell

•Got vibrating watch which helped with pacing and paperwork completion

Doctor on time and got work done with less stress. Hospital happy for cost savingsissues. Nearly fired because fell

farther behind each day with patient appointments and record-keeping.

completion. •Also offered to cut hours from 50+ to 30 per week

cost savings.

Discrimination

If you think you have been discriminated against in employment on the basis of your ADHD.

h l l i i iContact the U.S. Equal Employment Opportunity Commission within 180 days of the alleged discrimination. http://www.eeoc.gov/boston/index.html or call 1-800-669-4000 Massachusetts Commission Against Discrimination: http://www.mass.gov/mcad/ or call (617) 994-6000

Success Stories

Richard ScarryRichard ScarryRichard ScarryRichard Scarry

“Richard Scarry hated school, andhe never paid attention in classhe never paid attention in class.He'd find slithering garter snakesin the grassy courtyard and setthem wriggling on smootht bl t t th lib Htabletops at the library. Hedelighted in the terrified screamsof little girls. The head librarianscreamed once or twice too often,,and finally she banished him fromthe library forever.”

http://www.rotten.com/library/bio/authors/richard-scarry/

Success Stories

Nancy RateyNancy RateyNancy RateyNancy Ratey

“Nancy Ratey is a master certified coach and received her master’s degree fromand received her master s degree from Harvard University. She has written two books: Tales from the Workplace and Coaching College Students with AD/HD. A third book, “The Disorganized Mind,” was published in 2008. Nancy was previously the president of ADDA (The Attentionpresident of ADDA (The Attention Deficit Disorder Association) as well as being on the professional advisory board of CHADD (Children and Adults with A ) h b di d i hADHD). Nancy has been diagnosed with ADHD and dyslexia. ”

http://www.healthcentral.com/adhd/understanding-adhd-161681-5_3.html

Success Stories

Ari EmanuelAri EmanuelAri EmanuelAri Emanuel

Past: ‘Maybe I should kill lf ’ ‘A kill myself.’ ‘Am I ever going to make it?’ ‘Am I ever going to be ever going to be successful?’Now: Co-C.E.O. of the

d l h i second-largest shop in Hollywood. Married with three kids.

Ari Emanuel, brother of RhamEmanuel learns persistence through the experiences of ADHD g pand dyslexia.

http://www.newyorker.com/talk/2009/05/25/090525ta_talk_collins

Success Stories

Howie MandelHowie MandelHowie MandelHowie Mandel

“What did HowieMandel do before becoming famous?

Howie Mandel was fired Howie Mandel was fired from his job as an amusement park ride poperator in Toronto for making jokes to riders

b t th id ' f t ”about the ride's safety.”

http://www.hardlyfamous.com/celebrities/mandel-howe

i l Q i h h d Final Questions, Thoughts, and Takeawayy

References

Accommodation and Compliance Series: Employees with Attention Deficit-Hyperactivity DisorderHyperactivity Disorderhttp://www.jan.wvu.edu/media/adhd.html

Attention Deficit Disorder Association Articleshttp://www add org/articles/index htmlhttp://www.add.org/articles/index.html

Coping with an Annoying Co-Workerhttp://www.addconsults.com/articles/full.php3?id=1599

How ADHD Affects the WorkplaceHow ADHD Affects the Workplace http://www.addconsults.com/articles/full.php3?id=1573

Strategies for Handling ADD/ADHD in Your Workhttp://www addconsults com/articles/full php3?id=1419http://www.addconsults.com/articles/full.php3?id=1419

Workplace confrontations: Beat the bullyhttp://www.addconsults.com/articles/full.php3?id=1356

Bibliography

How ADHD Impairs Executive Functioning http://www.healthcentral.com/adhd/c/1443/71063/executive-functioninghttp://www.healthcentral.com/adhd/c/1443/71063/executive functioning

Self-Advocacy in the Workplace http://www.ldanatl.org/aboutld/adults/workplace/self-advocacy.asp

People with ADHD do almost a month’s less work per year http://www.thaindian.com/newsportal/south-asia/people-with-adhd-do-almost-amonths-less-work-per-year_10053226.html

National Survey Reveals Impact Of ADHD In Adults http://www.medicalnewstoday.com/articles/122352.phpp y p p

Real Examples of Positive Accommodations http://www.add.org/pdf/ADDA_workplace_brochure.pdf

Costs of Work Loss htt // b d t l ih / ti l d f i? tid 1180839http://www.pubmedcentral.nih.gov/articlerender.fcgi?artid=1180839

Adult ADD/ADHD Affects Work http://www.addadhdblog.com/adult-add-the-impact/

Bibliography

National Survey Reveals Impact of ADHD In Adults http://www.add.org/pdf/Adult_ADHD_Survey.pdf

ADHD in the Workplace” Survey: Complete Report http://www.add.org/workplace_study.html

What You Need to Know About the Americans with Disabilities Act http://www.additudemag.com/adhd-web/article/674.htmlhttp://www.additudemag.com/adhd web/article/674.html

Disclosing ADHD at Work: Should You Share Your Diagnosis? http://www.additudemag.com/adhd/article/5793-2.html

Accommodation and Compliance Series: Employees with Attention Deficit-Hyperactivity Disorder http://www jan wvu edu/media/adhd htmlDisorder http://www.jan.wvu.edu/media/adhd.html

Learning Disabilities in the Workplace http://www.pro-net2000.org/CM/content_files/95.pdf

411 Disability Disclosure http:// nc d o th info/assets/g ides/411/411 Disabilit Disclos re complete pdfhttp://www.ncwdyouth.info/assets/guides/411/411_Disability_Disclosure_complete.pdf

Youth and Disability Disclosure: The Role of Families and Advocates http://www.ncwdyouth.info/resources_&_Publications/information_Briefs/issue21.html