Supporting Employees with ADHD:
A Guide for Employers
Posted by Medavie Blue Cross on October 25, 2024
Supporting Employees with ADHD:
Supporting Employees with ADHD:
A Guide for Employers
Posted by Medavie Blue Cross on October 25, 2024
Attention Deficit Hyperactivity Disorder (ADHD) is a common, complex, but manageable neurodevelopmental condition. With increasing awareness of ADHD and its challenges, there has been a notable rise in diagnoses, particularly since the start of the pandemic. While ADHD affects people of all demographics, adult diagnoses have been rising significantly.
Like other insurers, Medavie Blue Cross has seen this increase reflected in our drug claims data for several years. In 2023, ADHD medications entered the top 10 most-claimed drugs by females for the first time and climbed to the number five position for males.
The increase is largely due to a greater awareness of ADHD symptoms, which include hyperactivity, inattention (difficulty focusing), and impulsiveness. While it was once believed that ADHD affected primarily male children and teens and diminished with age, research shows as many as 60% of adolescents diagnosed with ADHD continue to experience symptoms into adulthood. Those who don’t “outgrow” the neurological condition develop coping and adaption skills to manage it throughout their lives.
Employers who recognize and support the unique needs of employees with ADHD can unlock their potential, fostering a more inclusive, productive, and innovative work environment. Here’s a guide for employers to create an ADHD-friendly workplace.
1. Create an open and inclusive workplace culture
One of the most important steps employers can take is cultivating a workplace culture that values neurodiversity. Promoting open dialogue about ADHD and other conditions reduces stigma and encourages employees to ask for accommodations and other support.
Actionable tips:
- Offer training for management and staff on ADHD and neurodiversity.
- Encourage open communication about mental health free from judgment.
- Highlight the values of diverse thinking and problem-solving styles in teams.
2. Offer flexible work arrangements
Employees with ADHD and other neurodiverse conditions often thrive when they have flexibility in work schedules, environments, or the type of work they perform.
Actionable tips:
- Provide options for remote or hybrid work to minimize distractions.
- Offer adjustable workspaces, such as quiet rooms or noise-cancelling headphones.
2. Offer flexible work arrangements
Employees with ADHD and other neurodiverse conditions often thrive when they have flexibility in work schedules, environments, or the type of work they perform.
Actionable tips:
- Provide options for remote or hybrid work to minimize distractions.
- Offer adjustable workspaces, such as quiet rooms or noise-cancelling headphones.
3. Encourage regular breaks and movement
Regular breaks can help employees with ADHD recharge, while physical movement can help sharpen focus and reduce restlessness.
Actionable tips:
- Consider providing ergonomic equipment, such as standing desks or exercise balls for seating.
- Offer wellness programs that encourage physical activity, like office yoga or walking meetings.
4. Provide accommodations and assistive tools
Employers are required by law to provide reasonable accommodations for employees with ADHD. Accommodations may vary depending on individual needs, so flexibility is key. Technology can also be a powerful tool in helping employees manage time, tasks, and distractions.
Common accommodations:
- Modified job duties that play to the employee’s strengths.
- Access to specialized software for time and task management.
4. Provide accommodations and assistive tools
Employers are required by law to provide reasonable accommodations for employees with ADHD. Accommodations may vary depending on individual needs, so flexibility is key. Technology can also be a powerful tool in helping employees manage time, tasks, and distractions.
Common accommodations:
- Modified job duties that play to the employee’s strengths.
- Access to specialized software for time and task management.
5. Promote mental health awareness and support
Mental health issues such as anxiety, depression, or burnout often accompany ADHD. Employers can create a supportive workplace by providing resources that promote employee well-being.
Actionable tips:
- Educate employees on the mental health resources available through their employer-sponsored health benefit plan, such as Cognitive Behavioural Therapy.
- Include an Employee Family Assistance Program (EFAP) that includes mental health counselling as part of their benefits package.
Specialized ADHD care
Medavie Blue Cross is here to help invest in your neurodiverse workforce. In addition to our EFAP, inConfidence, and mental wellness options, including live (video), in-person and text therapy, we offer online assessment, diagnosis and treatment services specialized in ADHD care.
By partnering with Beyond ADHD, Medavie Blue Cross is helping to address the growing need for affordable and accessible ADHD care across Canada. ADHD assessments typically range from $1,000 to $3,500, which can be a financial barrier for many individuals.
This industry-first solution is part of our enhanced digital health platform, Connected Care, offering members:
- Discounted pricing on ADHD assessments
- Prioritized appointment scheduling for quicker access
- An integrated plan experience that includes coverage options through the Extended Health Benefit, Health Spending Account, or Personal Wellness Account for eligible plans.
Learn more
Connect with your Medavie Blue Cross representative to learn more about our ADHD solutions and cost-effective health services.
Members can explore ADHD solutions in Connected Care.
Medavie Blue Cross is a premier all-in-one carrier that provides health, dental, travel, life and disability benefits and administers federal and provincial government-sponsored health programs. Together with Medavie Health Services, we are part of Medavie, a health solutions partner committed to improving the wellbeing of Canadians. We are in the...