October Is ADHD Awareness Month: Celebrating “The Many Faces of ADHD” at Workplace

October marks ADHD Awareness Month, a time to deepen understanding, challenge stigma, and celebrate the diverse experiences of people living with Attention-Deficit/Hyperactivity Disorder.

This year’s theme, “The Many Faces of ADHD”, highlights just how varied those experiences can be. ADHD doesn’t look the same for everyone. It might show up as boundless energy, creative thinking, or difficulty with focus and organisation. Often, it’s invisible.

At Workplace, we’re proud to support our neurodivergent colleagues not just this month, but every day. Awareness is the first step, but it’s what we do next that really matters.

Why ADHD Awareness Matters

ADHD affects millions of people globally, including around 15% of the UK population who experience some form of neurological difference. These differences - whether ADHD, autism, dyslexia or others - are protected under the Equality Act 2010. That means employers have a legal and ethical responsibility to provide reasonable adjustments and foster inclusive environments.

But beyond compliance, awareness is about compassion. It’s about recognising that neurodiversity brings unique strengths to our teams - like creativity, hyper-focus and resilience - and that with the right support, everyone can thrive.

Get Involved: The ADHD Awareness Month Video Contest

This October, ADDA, CHADD and ACO are inviting individuals and families to share their stories through video. Submissions are open until 27 October 2025, and can explore:

• Experiences with ADHD diagnosis

• Treatment strategies that have helped

• Navigating ADHD in adulthood or family life

It’s a chance to learn from lived experiences and celebrate the many ways people with ADHD succeed. You can find more details at adhdawarenessmonth.org.

How Workplace Supports Neurodivergent Staff

Supporting neurodiversity is part of our everyday culture. Last year, we launched a specialised training programme for supervisors and managers, tailored to the facility service industry. The aim is to equip leaders with the tools to understand neurological differences and create inclusive, legally compliant workplaces.

“This training isn’t just about policy - it’s about people,” says Rebecca Meeuwissen, Head of Business Systems. "We want every manager to feel confident supporting neurodivergent staff, and every employee to feel safe, seen and valued.”

Delivered to all team members - and compulsory for senior staff, site supervisors and team leaders - the training covers:

• What neurodiversity means and how it relates to the Equality Act 2010

• How to identify hidden challenges and foster open dialogue

• Strategies for implementing reasonable adjustments, from assistive tech to flexible schedules

It’s interactive, practical and rooted in empathy. Because small changes, like breaking tasks into manageable steps or offering noise-cancelling headphones, can make a big difference.

Our IDEAS Framework: Inclusion in Action

To guide our efforts, we developed the IDEAS framework: Inclusion, Diversity, Equality, Accessibility and Sustainability. Each pillar represents a commitment to building a workplace where neurodivergent employees can thrive.

Here’s how we put IDEAS into practice:

• Inclusion: We create spaces where employees feel safe to share their needs and experiences

• Diversity: We celebrate different ways of thinking, learning and communicating

• Equality: We ensure fair treatment and access to opportunities for all

• Accessibility: We provide tools, adjustments and support tailored to individual needs

• Sustainability: We commit to ongoing learning, policy reviews and partnerships with experts

This isn’t a one-off initiative; it’s a long-term journey. We regularly review our neurodiversity policies, offer refresher training and celebrate progress across teams.

Practical Tips for Managers

From our training, here are a few strategies managers can use straight away:

1. Use clear, written instructions and break tasks into smaller steps

2. Offer regular check-ins and feedback loops

3. Avoid assumptions, ask employees what support works best for them

4. Encourage team-wide understanding of neurodiversity to build empathy

Common neurological differences include:

CONDITION	STRENGTH	CHALLENGES
Dyslexia	Verbal communication, big-picture thinking	Written tasks, memory sequences
Autism	Pattern recognition, deep focus	Social interaction, sensory sensitivity
ADHD	Creativity, multitasking, enthusiasm	Organisation, time management

Understanding these traits helps managers lead with compassion and unlock the full potential of their teams.

Looking Ahead

This ADHD Awareness Month, we’re proud to stand with the global community in celebrating neurodiversity. We invite our colleagues, clients and partners to:

• Learn more at adhdawarenessmonth.org

• Watch and share video contest submissions

• Reflect on how empathy and accessibility can transform workplaces

At Workplace, we believe that inclusion isn’t just good practice, it’s good business. And when we support the many faces of ADHD, we build stronger, more resilient teams.