ADHD in the IP professions

 

Page published on 18th June 2024
Page last modified on 18th June 2024

 

In June 2024 our IP Ability community co-hosted a fascinating webinar with CIPA, “Knowing Me, Knowing You? ADHD and the IP Profession”. Jessica Anderson, interning with us at the time, attended the event and has provided us with a report of the key take-home points. Read on to learn what was discussed – and keep an eye on the IP Ability webpage for follow-up events on this and other neurodiversity-related themes.

Jessica writes:

On Wednesday 12 June I attended “Knowing Me, Knowing You? ADHD and the IP Profession”. This webinar was hosted by the Chartered Institute of Patent Attorneys (CIPA) in collaboration with IP Ability. It highlighted the unique experiences of neurodivergent individuals in the IP professions and offered tips on how to support neurodivergent colleagues. These insights were valuable in demystifying how ADHD affects colleagues in the workplace, whilst also fostering a more inclusive working environment.

We were joined by neurodivergent IP professionals, a senior HR professional and a neurodiversity consultant, who all spoke candidly about their perspectives. The discussions were chaired by IP Ability committee member Caelia Bryn-Jacobsen from Kilburn & Strode.

 

What is ADHD?

The speakers echoed the fact that the IP professions attract individuals with ADHD. But what is ADHD? Under the Equality Act 2010, ADHD is a recognised disability as it is a long-term mental impairment that has an adverse effect on a person’s ability to carry out their daily activities. Therefore, by law employers are under a positive obligation to make reasonable adjustments.

 

Challenges and Advantages of ADHD in the Workplace

Emma Marfe, a neurodiversity consultant, highlighted the following challenges for those with ADHD:

• Sharing a diagnosis: typically, it takes two years for people to share their diagnosis, or that they self-identify as having ADHD. This may be a result of mounting pressures at work. It would be better if people felt comfortable sharing this from day one so that they could receive the necessary support.
• Hyperfocus: people with ADHD cannot always choose when or what they hyperfocus on. This can be an exhausting state, therefore support is needed to ensure that work is approached healthily and breaks are taken.
• Planning and organisation: individuals with ADHD require support with this. Emma noted that techniques like gamifying tasks can be useful, making focusing and executing tasks more achievable.

Senior HR manager Debbie Nelson highlighted that hyperfocus can also serve as a strength for those with ADHD. If harnessed, the ability to focus intently on a task for a sustained period can result in high productivity.

 

How to Make Working Environments More Equitable

It is important to ensure that people with ADHD can thrive in their working environments. This is achievable by implementing the necessary reasonable adjustments. One size does not fit all: a sentiment echoed by all speakers. While people may struggle with similar conditions, those conditions affect people in different ways. Consequently, Debbie suggested the introduction of a specialist neurodiversity occupational health provider in the workplace. As practised within her company, an employee will complete their own referral form for their needs assessment, rather than HR. This allows the referral to be relevant and tailored to the specific individual.

Within the wider workplace, speakers recommended the following practices:

• Regular catch-ups with the individual.
• Changing working patterns to accommodate sleep patterns.
• Blocking out diaries for deep focus work.
• Using software to record and transcribe Zoom meetings.
• Talking openly and positively about neurodiversity.
• Being open-minded and understanding individual needs: considering that firms create bespoke systems for different functions of their practices, George Lucas noted that the implementation of bespoke working adjustments should also be welcomed.
• Increasing your own awareness.

Emma Marfe noted that line managers have the biggest impact in ensuring that employees with ADHD are supported. Accordingly, line managers should listen to their colleagues with ADHD and take account of their reasonable adjustment requests. This will foster an environment of acceptance and empower people to find and embrace new ways to work that are appropriate for them.

 

Actionable Tips for Allies and Employers

Adeline Fleming gave further useful tips for allies and employers. She placed emphasis on flexibility, highlighting that blanket disability policies may not cater to different needs appropriately. Hence, there should be an open willingness to listen to employees and accommodate their varying needs. She also suggested that feedback and requests should be phrased gently, showing mindfulness towards neurodiverse employees.

Sophia Karim offered a refreshing perspective, grounding her advice for creating an equitable working environment in the principles of Gen Z. She identified the core values accordingly:

• Power of  dialogue: open communication and inclusive language are essential for positive change.
• Radical inclusion: this fosters a safe space where individuals feel valued. People should not have the fear of being perceived as lesser. Intersectionality should be understood and accepted.
• Value of individual expression: rejecting stereotypes, avoiding labels and destigmatising biases.

 

Tips for People with ADHD

The webinar was encouraging in offering tips for those with ADHD:

1. Work with your hyperfocus: step away, engage with the thing that your brain wants to do, and then come back to other things later.
2. Embrace alternatives: accept that there are some things that your brain cannot do and that you may occasionally hit a brick wall. Don’t give up, look for alternatives.
3. Advocate for yourself: don’t be afraid to ask for reasonable adjustments. Create a workplace environment that works for you. Your needs are just as important and as valuable as anyone else’s.