Podcast Summary: I Have ADHD Podcast – Episode 304

ADHD at Work: Should You Spill the Beans to Your Boss? How to Thrive in Any Job!

Host: Kristen Carder
Guest: Megan Brown Enya, ADHD Coach & Founder, ADHD at Work
Release Date: February 25, 2025

Overview

This episode focuses on the challenges and opportunities adults with ADHD face in the workplace. Host Kristen Carder is joined by Megan Brown Enya, an ADHD coach and workplace advocate, to discuss the realities of navigating a career with ADHD, deciding whether to disclose a diagnosis to an employer, and practical strategies for thriving at work.

The conversation covers understanding how ADHD impacts job performance, the pros and cons of disclosing ADHD at work, the process for requesting workplace accommodations, and how organizations and managers can better support neurodivergent employees.

Key Discussion Points and Insights

Megan’s ADHD Journey and Workplace Struggles

• Diagnosis Story: Megan shares that she was diagnosed four years ago during the pandemic, prompted by social media and work stress.
  • “Social media got me, the pandemic got me…I was trying to survive and understand why I was feeling the way I was feeling.” (03:44)
• Impact of Diagnosis: She realized her job wasn't supportive of her neurodiversity, leading her to leave her position and eventually transition to coaching.
  • “It was starting to really take a toll on my personal life and my own mental health…there wasn’t anything I could actually do about that position to better support the way my brain worked.” (04:33)

How ADHD Shows Up (Both Positively and Negatively) at Work

• Creative Strengths: ADHD can be a driving force for vision and innovation, especially in leadership and entrepreneurship settings.
  • “You see those CEOs, those leaders…their level of creativity and vision really drives organizational success.” (06:26)
• Traditional Work Roles: Repetitive or inflexible roles often present challenges, particularly for executive function skills.
  • “The worker bee…may be struggling in positions that tax all of their weaker executive functions that are drastically impacted by ADHD.” (07:03)

Executive Function Challenges in the Workplace

• Emotional Dysregulation: One of the core struggles; meetings, unclear expectations, or difficult colleagues can trigger strong emotions, impacting productivity.
  • “The emotional dysregulation that can happen within the workplace is massive…now you have feelings about your boss, about the people in the meeting—now that is triggering, and you don’t have the opportunity to be as productive.” (11:04, 13:24)
• Organization: Difficulty keeping track of documents, or maintaining a workspace, often leads to wasted time and increased stress.
  • “Is that clutter causing you to either be distracted or is it causing time issues…now nothing is done.” (12:52)
• Working Memory: Forgetting instructions or details from hallway conversations or meetings is common, often leading to anxiety about asking for clarification.
  • “You really only remembered three of the details…how do I find out without actually letting them know I didn’t remember?” (15:09)
• Time Blindness & Distractibility: Chronic lateness and project delays, combined with the impulse to jump tasks, further exacerbates productivity challenges.
  • “I’m showing up to meetings late…or being distracted throughout the day and not realizing how much time is dedicated to the distractions.” (17:07)
• Planning & Prioritization: Difficulty in sorting and starting tasks leads to overwhelm and inaction.
  • “How are you organizing content within your brain…now you can’t prioritize them…now you’re staring into space because you don’t know what to do.” (18:01, 18:53)

Disclosing ADHD at Work: Should You Tell Your Boss?

• Personal Decision: Both legal rights and workplace safety should be considered.
  • “You have the right…to access supports and accommodations…However, do you feel safe?” (19:40)
• Defining “Safe”: Is there a fear of retaliation or judgment? Have you observed supportive behaviors?
  • “Do you feel comfort enough to disclose…do you fear judgment? Do you feel like your boss will retaliate?” (20:22)
• Understanding Your Rights: Know your rights regarding accommodations, and know who in your organization manages the process (HR, supervisor, etc.).
  • “You need to know how your chain of command works around accommodating for disabilities.” (29:40)

The Accommodations Process

• Ideal Process:
  1. Disclosure in writing (usually to HR).
  2. Interactive process to identify reasonable accommodations.
  3. Ongoing adjustments as needed.
  • “It’s supposed to be an interactive process and it’s ongoing—accommodations are like medication; you try them and see if they work.” (25:19)
• Defining ‘Reasonable’: The organization decides what’s reasonable; may not grant accommodations that cause financial or operational hardship.
  • “Reasonable is defined by the organization, not by the person using the accommodation.” (26:56)
• Filing Complaints: If denied, recourse is available through the EEOC.
  • “If the organization doesn’t follow the process…you can file a complaint with the EEOC.” (28:07)

Practical Tips: Research, Requesting, and Self-Advocacy

• Know What You Need: Before you disclose, identify which accommodations would genuinely support your success.
  • “You should walk to the table with, ‘Hey, I’m looking for X, Y, and Z.’” (32:42)
• Resource Recommendation: The Job Accommodations Network (JAN) is referenced as a great tool.
  • “Go to the Job Accommodations Network…they organize all the different disabilities and sample accommodations.” (31:31)
• Sample Accommodations:
  • Flexible work hours/remote options.
  • Designated quiet workspace/noise-canceling headphones.
  • Structured, regular check-ins with supervisors.
  • Task management or note-taking software.
  • Extra monitors or ergonomic equipment.
  • Access to ADHD coaching or support groups.
  • “Even different chairs, a second monitor, coaching services—these can all be accommodations.” (37:22)

Green Flags and Red Flags in Workplace Culture

• Green Flags: Supportive managers, open policies on accommodations, visible neurodiversity groups, willingness to adapt.
• Red Flags: Pattern of unsupportive management, lack of process, or observing negative treatment of others who disclose.
  • “A red flag doesn’t necessarily mean don’t disclose—it means be prepared…find a support system to help you navigate.” (39:36)
• Building Support: Seek allies or affinity groups within the company; you’re likely not alone.
  • “Finding support within your organization is going to be helpful…70% of the workplace is neurodiverse in some way.” (41:06)

Thriving at Work with ADHD

• If You Don’t Disclose: You can still implement tools, routines, and accommodations for yourself—structured meetings, self-selected workspaces, project management tools, body doubling, etc.
  • “It’s everything you’d ask the company for, except you’re not asking the company to pay for it or make it official.” (45:32)
• Advice to Managers:
  • Don’t assume there’s only one ‘right’ way of working.
  • Learn employees’ strengths and needs; individualized support leads to better outcomes.
  • “As a manager, your job is to make sure people get work done. That means you need to learn who your employee is and what they need from you.” (47:19)

The Importance of Work in Life & Mental Health

• Work Influences Wellbeing: The place where you spend 40+ hours/week should support your mental health and sense of success.
  • “There’s research that says your employer has a greater impact on your mental health than your spouse.” (50:49)
• Career Fulfillment: Personalize your goals—whether it’s steady employment or climbing the ladder, tailor your path and supports accordingly.
  • “What matters is, it’s taking up a lot of your time and you want to make sure you’re successful in that space.” (49:29)

Notable Quotes & Memorable Moments

• “Sitting outside in your car for 25 minutes before you walk into the office was a signal for me…there wasn’t anything I could actually do about that position to better support the way that my brain worked.” —Megan (04:33)
• “The emotional dysregulation that can happen within the workplace is massive…now you have feelings about your boss, about the people in the meeting—now that is triggering.” —Megan (11:04)
• “Do you feel safe enough to disclose at work?... Do you fear judgment? Do you feel like your boss will retaliate?” —Megan (20:22)
• “You need to know how your chain of command works around accommodating for disabilities.” —Kristen (29:40)
• “You should walk to the table with ‘Hey, I’m looking for X, Y, Z.’ HR isn’t going to know your position the way you do.” —Megan (32:42)
• “Your way of doing things isn’t necessarily the only way something has to get done.” —Megan (47:27)
• “There’s research that says your employer has a greater impact on your mental health than your spouse.” —Megan (50:49)
• “Nobody wants to go to work every day and be miserable… with ADHD, you don’t have to.” —Megan (51:54)
• “The work world is not designed for difference of any kind… we have to put certain things in place, but it takes two to tango.” —Megan (52:28)

Timestamps for Important Segments

• Megan’s ADHD diagnosis and work journey: 02:32–05:59
• ADHD strengths and challenges at work: 06:26–10:31
• Executive function struggles (emotion, organization, memory): 11:04–18:53
• Should you disclose? The personal, legal, and emotional aspects: 19:04–22:21
• The accommodations process—how it should work: 25:19–28:07
• How to find out about policies and ask for accommodations: 29:40–34:07
• Examples of accommodations: 35:15–39:00
• Green/red flags and building workplace support: 39:36–44:12
• Self-accommodation without disclosure: 45:11–46:45
• Messages for managers of ADHDers: 47:19–48:30
• Mental health, work-life, and final thoughts: 49:20–52:28
• How to connect with Megan: 52:59–53:19

Final Thoughts & Resources

This episode offers a rich and practical perspective for anyone with ADHD navigating work, as well as for managers aiming to be more inclusive. Whether you choose to disclose or not, understanding your own needs, knowing your rights, and accessing support—both formal and informal—can make a significant difference in workplace experience.

• Connect with Megan Brown Enya:
  • Website: adhdatwork.co
  • Social: @ADHDatwork
  • Free resources: Job Accommodations Network (AskJAN.org)

For more coaching and support, check out Kristen Carder’s FOCUSED program at ihaveadhd.com/focused.