For many employees, the launch of remote work during the pandemic was a welcome and refreshing change that offered convenience and work/life balance. And for some employees living with ADHD, the sentiment was echoed.
But as we know, the symptoms and management of ADHD aren’t one-size-fits-all. What some workers with ADHD saw as a revolutionary paradigm shift that accommodated their unique needs, others with ADHD saw as the collapse of the structure, accountability, and invaluable open dialogue that they depended on to meet the demands of their jobs.
So what does a return to office (RTO) mean for the ADHD brain?
For many employees, the launch of remote work during the pandemic was a welcome and refreshing change that offered convenience and work/life balance. And for some employees living with ADHD, the sentiment was echoed.
But as we know, the symptoms and management of ADHD aren’t one-size-fits-all. What some workers with ADHD saw as a revolutionary paradigm shift that accommodated their unique needs, others with ADHD saw as the collapse of the structure, accountability, and invaluable open dialogue that they depended on to meet the demands of their jobs.
So what does a return to office (RTO) mean for the ADHD brain?
For some, a disruption of productivity
With the growing volume of companies pushing for returns to the office, some people living with ADHD are facing a difficult transition, as the traditional office environment can present several specific challenges. For them, it’s a game of input and output: the more energy required to manage their environment, the less energy there is for productivity and efficiency.
Sensory processing issues
Office environments, particularly open office plans, are sensory minefields with constant background noise, movement in peripheral vision, and impromptu social interactions. While neurotypical employees might easily filter these out, many people with ADHD process sensory input differently, making these distractions far more disruptive.
Time management hurdles
Someone who’s learned to manage their ADHD by working during their peak focus hours might now have to conform to standard office hours, which could mean losing their most productive time to a commute. And when you consider the added sensory overload that the crowded train ride, the stress of hailing rideshare, or the anxiety of standstill traffic can wreak on the ADHD brain, many workers might arrive feeling depleted before even making it to their desks.
Social battery drain
While unpredictable conversations and “water cooler moments” are often touted as benefits of office work, they can be exhausting for some with ADHD who already spend significant mental energy managing their symptoms. The constant task-switching between work and social interactions can be particularly challenging.
For others, a reintroduction to structure
No matter how you slice it, some jobs are better suited to be done in an office — and the same goes for employees. People living with ADHD can be especially affected by their environments, and while the ability to control their surroundings is beneficial, many times working from home does not equate to being in “work mode.”
Consistent routines
A pillar for many regardless of neurological state, the simple act of going to work is fundamental in creating a reliable routine, which is the key for most people to manage their ADHD. From sleep and wake times to self-care and hygiene habits to frequency of meals, establishing consistency is encouraged and maintained when you’re committed to being at a particular place at a particular time.
Valuable open dialogue
Though some living with ADHD might find impromptu conversations distracting, others may find that they often translate to valuable added context and detail around the projects and tasks at hand. Creative workers in particular benefit from in-person collaboration in the form of brainstorms, think tanks, and the like. And much of the time, the most innovative ideas come from casual conversations with team members.
Accountability and visibility
The solitude and control that working from home affords to many can be a double-edged sword. Certainly you’re able to tune in and out as you please, but many employees living with ADHD find that accountability drops without a support system — in this case, coworkers. Whether seeing others migrate to the conference room for a meeting or overhearing them prepare a brief, an office abounds with physical cues that help to manage time, deadlines, and expectations.
The intersection of flexibility and inclusivity
The reality is that there isn’t a singular clear path forward. Many companies are finding success in a more hybrid approach to remote work, offering flexible policies that allow employees to discuss in-office work based on their needs and preferred work setups, while also taking into account the company’s requirements.
But beyond evolving policies, the RTO debate has broader implications for workplace inclusivity. It’s pushing us to question traditional office norms and consider whether they truly serve everyone. And for employees living with ADHD, this conversation is particularly crucial.
The most successful RTO policies will be those that recognize neurodiversity as a strength rather than a challenge to be managed. By and large, diverse ways of thinking and working are fundamental to innovation and creative problem-solving, and that’s exactly what companies need in today’s rapidly changing business environment.
