Quick takeaway for organizations: Support for ADHD at work often works best when it combines (1) clear benefit navigation, (2) manager practices that reduce unnecessary friction, and (3) practical tools employees can use day-to-day for focus, stress, and sleep.
Mark consistently produces the design firm’s best work. Clients love his creativity and ability to generate innovative ideas on the fly. At the same time, they’re growing tired of his tardiness and failure to meet deadlines. Not only is he always late to meetings, but he also frequently underestimates the time he needs to complete projects. Despite repeated discussions with his manager, Mark’s behavior persists. His relationships with coworkers and clients become strained, and his anxiousness, stress, and fatigue continue to grow.
Less than one in five people with symptoms of ADHD are treated for it
Mark has attention deficit hyperactivity disorder (ADHD), a form of neurodivergence, which means his brain works differently than the brains of average, or neurotypical, people. In fact, studies have shown that ADHD brains can have structural differences in the areas responsible for decision-making, planning, focusing attention, multitasking, and regulating emotions. In practical terms, ADHD in the workplace can manifest as challenges with time management, prioritization, and staying on track—especially in fast-paced environments.
An estimated 8 million US adults have symptoms of ADHD, but less than one in five are treated for it, partly due to the fact that ADHD often overlaps with other mental health conditions, including anxiety, depression, and bipolar disorder. Nearly half of adults with ADHD also have anxiety.
Some employees with ADHD are able to perform at a high level despite struggles with procrastination, distractibility, perfectionism and other issues associated with the disorder. Others with ADHD, like Mark, have more difficulty overcoming these challenges, which can affect their productivity and ability to succeed in a career.
Neurodivergent employees have greater mental health challenges
Unsurprisingly, employees with ADHD or other forms of neurodivergence have greater mental health challenges than the general population. Calm’s Workplace Mental Health Trends Report shows that nearly 60% of neurodivergent employees feel nervous, anxious, and stressed more than half the time or nearly all the time, whereas 42% of the general population does. Similarly, about half of neurodivergent employees report feeling depressed nearly all the time and having trouble falling asleep, while about one-third of the general population does.
Calm research also found that neurodivergent employees wish their employers would offer more mental health support, including mental health tools to help them reduce stress and anxiousness and get better sleep. For organizations investing in employee neurodiversity, this can include making mental health support tools accessible and easy to use across roles and work environments.
What this means for organizations:
- Reduce friction in day-to-day work (clear priorities, fewer last-minute changes when possible, and shared expectations on deadlines).
- Support managers with practical guidance (how to discuss needs, offer flexibility, and communicate expectations clearly).
- Offer tools employees can use privately for focus, stress, and sleep—alongside existing benefits and pathways to higher levels of care when needed.
Calm mindfulness series for the ADHD community
Calm offers a five-part mindfulness series to support the mental health needs of employees with ADHD. Developed in consultation with ADHD clinical psychologist Dr. Alise Conner, the series is narrated by Jeff Warren, a meditation instructor and writer who understands the challenges of ADHD firsthand. Though not officially diagnosed with the disorder until age 32, Jeff says he’s experienced its effects his entire life.
The five-part ADHD Support Series shares insights about the ADHD experience, relief through compassion, a sense of calm, and moments of focus and attention to break cycles of stress. It includes:
- Freestyle Focus
With an ADHD brain, it can be hard to focus on just one thing. In this meditation, Jeff indulges a wandering mind, letting you swing your attention from near to far and back again. Learn how to drift and return without judgment as a key to self-regulation. - Overwhelm SOS
If you’re feeling stressed and overwhelmed, meet up with Jeff for some relief. He’ll help you feel looser through some playful physical movement and by tuning into what’s happening on the inside. And he’ll encourage you to breathe out tightness and give yourself a break. - Feeling All the Feels
When you’re struggling to control your emotions, learn to roll with them rather than keep them from happening. You can do this guided support session in any situation—walking, sitting, petting your dog, or doing your hair. It’s designed to help you tap into your emotions and sensations in the moment and ride with them without needing to impulsively act. - Be Kind to the Mind
It can be really frustrating to have an ADHD brain, but you can ease your frustration and come to a place of acceptance and even love. In this meditation, Jeff helps you explore self-compassion and find tenderness for your whole self, including your ADHD brain. - The Good That’s Already Here
It’s easy to focus on the challenges ADHD brings, but have you considered its benefits? In six minutes, Jeff leads you on a journey to discover and appreciate your unique strengths, which can lead to relief.
October is ADHD Awareness Month
October is ADHD Awareness Month, a time to seek greater understanding of the condition, to support those who have ADHD, and to help those with undiagnosed ADHD recognize the symptoms and seek a diagnosis.
If you’re an employee with ADHD,join Jeff Warren on the Calm mobile and web app as he guides you through a meditation practice that helps you find relief, self-compassion, and acceptance. Calm also offers a mental health program for teens with ADHD called Managing ADHD Effectively as a Teen, available on Calm Health. For organizations supporting employee neurodiversity, offering resources that employees can engage with at their own pace can be a practical way to expand mental health support tools beyond traditional channels.
FAQ: ADHD in the workplace and employee neurodiversity
What does ADHD in the workplace commonly look like?
It can include challenges with prioritization, time estimation, sustained focus, and task switching, often influenced by workload, environment, and how work is structured. Many organizations focus on clarity, consistency, and flexible ways of working to reduce unnecessary friction.
How does employee neurodiversity connect to mental well-being?
Neurodivergent employees may experience higher stress and sleep challenges when work demands don’t align with how they function best. Support often includes practical manager habits, accessible resources, and clear pathways to additional care when appropriate.
What are examples of mental health support tools organizations can offer?
Many organizations offer self-guided resources for stress, sleep, and focus, plus manager training and clear benefits navigation. Tools tend to be most effective when they’re easy to access, used consistently, and complemented by existing benefits and higher levels of care when needed.
