ADHD AWARENESS MONTH: Inclusion Matters, Accommodations Make It Possible
- Snez
- Oct 2
- 2 min read
Updated: Oct 11
October marks ADHD Awareness Month, a timely opportunity to open conversations about neurodiversity in the workplace. Attention-Deficit/Hyperactivity Disorder (ADHD) is one of the most common neurodevelopmental conditions, yet it remains widely misunderstood. Too often, the narrative is reduced to stereotypes rather than the real ways ADHD shows up—and the very real strengths neurodiverse employees bring to their work. This month, we’re starting with a simple but critical message: inclusion matters, and reasonable adjustments make it possible.
Adjustments at work:
Reasonable adjustments aren’t “special treatment.” They’re practical tools that level the playing field, much like ramps support mobility, captioning supports communication, or flexible schedules support work-life balance.
For employees with ADHD, this can mean:
clearer communication of expectations and timelines
flexible scheduling or quiet workspaces to manage focus
access to task-management technology, or simply the permission to approach work differently—without stigma.
These adjustments don’t just benefit individuals with ADHD; they help create an environment where everyone can work more effectively. When reasonable adjustments are normalised, the myth that people need to mask or push through hidden disabilities to succeed begins to crumble.
Countering Stigmas:
At My Right 2 Voice, inclusion isn’t a slogan or a hashtag—it’s our standard. It’s reflected in how we collaborate, how we support each other, and how those values extend into our homes and communities. If we’re not backing up our words with action, then we’re not doing it right.
While this month shines a spotlight on ADHD, our commitment doesn’t stop there. Many employees (not just at My Right 2 Voice) live with other neurodiverse conditions and chronic health issues, including autism, borderline personality disorder, and other invisible illnesses. Tokenism and checkbox inclusion have no place here. Stigma is still alive and well, and the only way to counter it is with honesty, lived experience, and meaningful changes that improve people’s lives. Awareness isn’t about posters on a wall—it’s about ensuring no one must apologise for who they are just to do their job.
This article is just the starting point.
Over the coming weeks, we’ll be sharing a feature piece built around staff experiences with reasonable workplace adjustments, insights from interviews during ADHD Awareness Month, and some resources and research to help embed evidence-informed practices in the workplace. And because inclusion isn’t a campaign but a practice, these conversations won’t end when October does—they’ll continue to shape the way we work every day.
ADHD Awareness Month: Carrying it Forward
Inclusion isn’t a one-month project. It’s an ongoing effort to build workplaces where everyone can bring their whole selves to work. ADHD Awareness Month offers a chance to spark dialogue and carry it forward, long after the calendar turns.
If you’d like to learn more, share your perspective, or start a conversation about reasonable workplace adjustments, we invite you to join in. By speaking openly and listening generously, we can normalise what has too often been hidden.
At My Right 2 Voice, we don’t just talk about inclusion.
We do the real work and practice it.
And we invite you to do it with us. 😊
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