What is the best way to handle ADD in the workplace? (details inside)?

Question

This is a question for both the management and the employee...

If you were the head of a medium-sized design company, and you have just hired a new employee, would you rather that person be upfront with being diagnosed with Attention Deficit Disorder, or would you rather they kept it to themselves? Would you want them to be honest about things they need in order to be the most productive, even if it means talking about ADD?

If you were diagnosed with ADD and required certain things like a more private working area to prevent distractions, or written instructions along with verbal instructions, would you be up front with you boss about your disorder? Would you ask for those things, but not mention the disorder? Would you be worried about the stigma or negative stereotypes associated with ADD?

Is ADD better kept as a secret, with the employee coping with certain difficult aspects privately, or should there be an openness there, allowing for the employer to help in productivity?

Answer 1

I work in management and have ADD/ADHD. I was not up front when I applied with the company, because there was no reason to be. I know that with the extra effort I can perform my job as well as someone without ADD. I already had one strike against me as a female job applicant and didn't want ADD to be strike 2. When I was hired and my ADD became relevant I casually informed others of my ADD, but never used it as an excuse. ("Thank you for cleaning up my desk. I have ADD and my daily lists are important for me to work off from. Please don't throw away anymore papers on my desk.")
As an employer, I would want to know from the beginning. If I cannot tell in your interview, then your ADD is under control and your functioning is fine. I know firsthand that ADHD sufferers can be excellent employees because they're energetic, outgoing, and they tend to be hard workers because they've had to put 110% effort into everything to get to where they are so far. (Stereotype not true for all) I also want to know so I can adapt my management style for them with written directions, a check off list, having them update me periodically, etc. However, I wouldn't expect an applicant to tell me about their ADD in their job interview. If they did, it’s almost a red flag that their disorder is part of their identity. I want to hear "I'm personable, cooperative, goal-oriented, etc" not "I'm dedicated, have ADD, but sill goal-oriented. The ADD cannot legally mater in my hiring decision so why do I need to know up front. After an employee gets a good feel for the job (a week or so) I would expect them to come to me and say "I feel it would help me if you would give directions a little slower so I can write them down in detail. The truth is I have Attention Deficit Disorder and I just want to make sure I'm doing my job the best I can. Is it okay if I call to check in with you every couple hours about what I've gotten done and what tasks still need to be done?" That way an employer can see that even though so and so has ADD, they're giving 100% into doing their best at their new job. And that's all managers want from any employee. Initiative and effort.

Answer 2

If it would impact their performance, I would want to know that the person had ADD. I would want them to be honest about what they need to be productive, as long as it's reasonable.

The second paragraph, though, just sounds like a learning style, not ADD. My dad doesn't have ADD, and he needs that. However, I would request those and not mention my ADD because there is some stigma, and in general, if you say you have a medical disorder, people will treat you differently.

ADD should just be. At some point, you have to play the hand you're dealt and it seems like everyone has some kind of disorder, so I wouldn't go overboard making a big deal about it. Also, if one person needs something very different from and/or incompatible with what everyone else needs, that person should find a different job. If I am deaf, and the business cannot afford to provide an interpreter, I should seek employment at a place that can meet my needs and let me be productive.

While there shouldn't be a stigma attached to ADD, it shouldn't be a big deal.

Answer 3

I think a frank discussion between the employee and the manager would be in order. Communication and understanding is the key to most any issue. By the way I call ADD - MTC (Multi Tasking Capability).

Answer 4

Just hope someone in payroll doesn't have ADD.