Stigma surrounding ADHD is leading to many women and non-binary people living with the condition feeling they must hide their diagnosis in the workplace, according to a new survey initiated and funded by Takeda for the Staring Back at Me campaign. A total of 96 per cent of people surveyed living with ADHD in the UK said they are reluctant to bring up their diagnosis in the workplace, 73 per cent said this was due to fear of judgement and 49 per cent thought it could be used against them, potentially as a barrier to promotion.
Even though ADHD affects an estimated 2.6 million people in the UK over two thirds of those surveyed think people with ADHD are at a disadvantage in the workplace. This figure is even higher for non-binary people, at 93 per cent.
A total of 83 per cent of women and 79 per cent of non-binary people surveyed believed there’s a stigma associated with ADHD. Women tend to be diagnosed later in life, which adds to the stigma. It can therefore lead women to mask their symptoms and hide how they are truly feeling from those around them.
“Although we are now seeing an increase in awareness of ADHD, approximately 50-75 per cent of women remain undiagnosed and there is still a lack of understanding of the condition,” said Professor Amanda Kirby, Chair of the ADHD Foundation. “This is especially true in the workplace. When a workplace is supportive and aware of women with ADHD traits, it allows those with the condition to unmask and be their true selves. This opens the door to employers gaining the benefits from new ways of thinking and new ideas. We hope this latest research by Takeda can support employers to take action to create a more inclusive workplace for all.”
Several solutions were also suggested within the new survey. Three quarters (75 per cent) of women surveyed and 79 per cent of non-binary people surveyed think increased awareness of ADHD and symptoms is needed in the workplace to improve inclusivity for those with ADHD. They also said staff culture is key (53 per cent) for women and 48 per cent believe personalised career paths should be created to match the person and their specific needs.
By following these insights and using available resources to improve workplace practices for neurodivergent employees, or prospective employees, it is possible for employers to help combat the stigma people with the condition feel and create a working environment where women and non-binary people feel included and supported.
You can visit the Staring Back at Me website www.staringbackatme.org.uk
