Industry body (DMA) calls on businesses to become more inclusive, as new guidance is published to help employers better understand ADHD in the workplace
The Data & Marketing Association (DMA) has published new guidance, ‘DMA Talent: ADHD Employer Guide’, created using insights from neurodiversity consultants, brands/employers, and employees with ADHD working across the creative, data and marketing industries.
Attention deficit hyperactivity disorder (ADHD) is a neurodevelopmental condition which affects around 5% of children and 3% of adults in the UK, making it the most common behavioural disorder.
Using expert insights from neurodiversity consultants and feedback from professionals with ADHD, this new guide will help employers to understand ADHD and what they can do to make their workplace more inclusive.
While this guidance has been developed to assist the data, marketing and creative industries, much of the content is pertinent for all organisations and sectors.
“Even though organisations are increasingly looking at ways to address broader diversity and neurodiversity in the workplace, they must start adopting practices that will make them become more inclusive workplaces. Our ADHD Employer Guide offers free guidance on reasonable adjustments that employers can make to recruitment processes, the workplace environment, and support networks to help them become more neurodiverse-friendly,” said Kate Burnett, General Manager, DMA Talent and Co-Author of the ADHD Employer Guide.
In addition, the guide features case studies written by professionals with ADHD on useful coping mechanisms they apply on potentially problematic areas and how their skillsets have helped them to thrive in the creative industries.
There is limited knowledge and best practice available on how to make the workplace environment more ‘ADHD friendly’, especially guidance created in partnership with professionals who have ADHD.
“ADHD is not a passing diagnostic fad, a myth, social construction, or reaction to hectic lifestyles or a multimedia environment. It does not just ‘go away’ with age, although it is common for the hyperactivity presentation to lessen in adulthood. Each and every person is different in some capacity, so we need to embrace our uniqueness in the culture of an organisation, so that all employees are able to work to the best of their abilities,” added Katherine Kindersley, Co-Author of the ADHD Employer Guide and Director, Dyslexia Assessment & Neurodiversity Consultancy.
Burnett concluded: “A diverse, skilled workforce can build better business outcomes through innovation, collaboration, loyalty, and a strong sense of community. To this end, diversity and inclusion are essential to DMA Talent’s drive to attract the most gifted minds and fresh thinkers into the data and marketing industry.”
To download a free copy of the ‘DMA Talent: ADHD Employer Guide’, visit the DMA website.