Neurodiversity Week Write up: Story#4
Published: 21 March 2025
Experience of living with ADHD by Joanna, Training & Solutions Consultant
This story was created using the Circleback AI tool to sumarise a discussion between Joanna and Tony. Tony has extrapolated Joanna’s story, using this and the transcript to create a more compelling narrative that hopefully explains the life, frustrations, and celebrations of a neurodiverse individual like Joanna.
This week, I’ve been reflecting on an important conversation I recently had with Joanna about her experiences living with ADHD and her later diagnosis of autism. It was a discussion filled with insight, honesty, and some really eye-opening takeaways about neurodiversity in the workplace.
Living with Undiagnosed Neurodiversity
One of the most powerful moments was when Joanna shared how, for years, she masked her struggles—appearing highly capable in her career, social life, and at home while quietly battling the challenges of executive dysfunction. Before her diagnosis, she saw her traits as just part of her personality rather than signs of neurodiversity. Looking back now, with the knowledge she has, it’s clear that she was both ADHD and autistic all along. It’s important to acknowledge that, especially for women, earlier diagnosis wouldn’t have been possible—there simply wasn’t enough research or awareness until recently.
She also shared how medical professionals initially missed her autism due to her ability to mask during appointments. It wasn’t until she received her ADHD diagnosis that she decided to dig deeper into traits that still didn’t quite make sense.
The Impact of Remote Work on ADHD
During COVID furlough, Joanna thrived. For 14 months, she had space to recover, free from the social pressures of an office environment. With fewer sensory triggers, more time in nature, and the ability to take breaks when needed, she experienced a level of self-care and balance she hadn’t had before. This experience highlighted how hybrid or remote work allows her to manage her workload more effectively, reducing overwhelm and improving her mental health. While she can manage office days, the overstimulation leaves her “wired” and exhausted, requiring significant recovery time.
Executive Dysfunction and Daily Challenges
One of the biggest struggles Joanna faces is executive dysfunction. Decision-making can feel overwhelming, and even seemingly simple tasks—like organizing home repairs—can become major obstacles. She shared a particularly relatable moment: using tape to hold up curtains for far too long because dealing with the process of fixing them felt insurmountable. (For the record, the curtain situation has now been sorted, but she wanted to acknowledge the shame and frustration that often accompany these challenges.)
Then there’s the “ADHD tax”—the hidden financial costs of executive dysfunction. Things like missing expense claim deadlines or forgetting to cancel subscriptions add up over time. Joanna also pointed out how hiring a weekly cleaner has been a game-changer—not just because of the cleaning itself, but because it forces her into a structured routine of tidying up beforehand.
Pattern Recognition as a Strength
We talked about the idea that neurodiversity is often framed as a “superpower.” While Joanna doesn’t fully subscribe to that narrative, she does recognize that her exceptional pattern recognition is a major strength—especially in understanding human behavior and project planning. Her brain makes connections others don’t always see, which has made her an invaluable asset in her work.
Workplace Accommodations and Support Needs
So, what can businesses do to better support neurodiverse employees? Joanna highlighted the benefits of “body doubling”—a strategy where simply working alongside someone else (either in person or virtually) increases focus and motivation. It’s a small but effective accommodation that many people with ADHD and autism find incredibly helpful.
More broadly, she emphasized the need for workplaces to acknowledge different work styles. The traditional 9-to-5 structure doesn’t work for everyone, and neurodiverse employees often thrive under flexible, non-traditional approaches. Rather than trying to force a one-size-fits-all model, workplaces should embrace these differences and create environments where everyone can perform at their best.
HR Processes for Neurodiverse Employees
One critical takeaway from our discussion was how HR processes can sometimes fail neurodiverse employees. A key issue Joanna faced was that her occupational health reports weren’t properly shared with new managers, forcing her to repeatedly explain her needs. This lack of continuity created unnecessary stress and frustration. We agreed that a key recommendation moving forward is ensuring HR properly communicates these reports so employees receive consistent support when transitioning to new teams or managers.
Final Thoughts
Joanna’s story is a powerful reminder of how much workplaces still need to evolve to support neurodiverse employees. From better HR practices to increased manager training, simple changes can make a world of difference. And more than anything, conversations like this one help break down barriers, reduce stigma and create a deeper understanding of the lived experiences of neurodiverse individuals.
If any of this resonates with you, or if you have experiences of your own to share, I’d love to hear your thoughts. Let’s keep this conversation going.
