Why hiring people with ADHD is a smart business move

Earlier this year, John Higginson was diagnosed with adult ADHD. For him, the diagnosis of neurodivergence was a big step. It required a lengthy process and input from family members dating back to his childhood.

But when he told people his “big news,” the most common reaction was people telling him they were surprised he didn’t know.

It’s gotten to the point where he’s stopped telling people.

As Higginson says, “It’s a reminder that it’s often easier to see others than yourself.”

Higginson added: “The jobs I was looking for in life were perfect for me. Working as a journalist under the stress of daily deadlines and now being a small business owner suits my high risk tolerance and low boredom threshold.

But ADHD is not just an advantage for me as an entre­preneur. I also see the benefits it brings to the workforce.

Public relations is about finding new and inter­esting ways to say things that aren’t always obvious.

To me, this means that hiring people with ADHD isn’t just about inclusion; It is a strategic decision that can bring signif­icant benefits to our mission-driven customers.”

Here are six compelling reasons why you should consider hiring people with ADHD:

Creative problem solving

People with ADHD often have a unique way of thinking that can lead to innov­ative solutions. Your brain is wired to make connec­tions that others may miss, which can lead to uncon­ven­tional ideas. In my experience, employees with ADHD often approach issues from refreshing and unexpected perspec­tives. This creativity can drive projects forward and lead to results that we would not have achieved otherwise.

High energy and enthusiasm

ADHD is often accom­panied by high energy levels. This trait can be conta­gious in the workplace. When employees are passionate and enthu­si­astic, it can create a lively atmos­phere that motivates the entire team. People with ADHD often focus their energy on their work, resulting in increased produc­tivity and a vibrant work environment. This enthu­siasm can be partic­u­larly beneficial in positions that involve sales or customer service, or in positions that require inter­per­sonal inter­ac­tions — such as getting journalists to write articles.

Resilience and adaptability

Many people with ADHD learned to deal with challenges at a young age, making them resilient problem solvers. This ability to adapt to changing circum­stances can be a huge advantage in the business world, where flexi­bility is often required. They tend to recover quickly from setbacks and can adapt their strategies as needed, which is invaluable in an ever-evolving landscape. Your resilience is often reflected in a strong work ethic and a commitment to achieving results.

Multitasking skills

While multi­tasking can be a double-edged sword, many people with ADHD excel at managing multiple tasks at once. Their brains can process multiple streams of infor­mation, allowing them to handle a variety of tasks effec­tively. In my company, employees with ADHD often managed different projects at the same time, ensuring that deadlines were met without sacri­ficing quality. This skill can be partic­u­larly beneficial in fast-paced environ­ments where prior­ities can change quickly.

Hyperfocus abilities

Contrary to popular belief that ADHD causes distraction, many people with the condition can experience periods of intense concen­tration on tasks that interest them. This phenomenon, known as hyper­focus, allows them to delve deeply into their work and achieve extra­or­dinary results. I have seen employees with ADHD perform impres­sively during these focused periods, often exceeding expec­ta­tions. Harnessing this ability can lead to break­throughs and outstanding quality of work, especially in creative and technical areas.

Diversity of thought

Diversity is not just about race, gender or age; it encom­passes a variety of cognitive styles and experi­ences. Hiring people with ADHD increases diversity of thought within a team. This diversity fosters an environment where different perspec­tives are valued, leading to more thorough discus­sions and better decisions. As an entre­preneur, I have found that teams with different cognitive approaches are more innov­ative and effective at problem solving. By including people with ADHD, you improve your team’s ability to approach challenges from different perspec­tives.

Incor­po­rating people with ADHD into your workforce can bring a wealth of benefits. From their creative problem-solving skills to their resilience and adapt­ability, these employees can be invaluable to your company. As we strive for innovation and excel­lence, it is important to capitalize on the unique talents that people with ADHD offer. By fostering an inclusive environment that values ​​diverse perspec­tives, we not only empower these individuals, but also create a stronger, more dynamic organi­zation.