I’ve been pondering this for a while, how to communicate to co-workers what my lived experience is like and how they can support me, and our collaborations, more effectively. Being both autistic and ADHD (AuDHD), means navigating a world and a workplace that isn’t always designed for my way of thinking, sensing, and processing. The traits that manifest and how they coexist in my lived experience, can amplify the challenges and the strengths that make me who I am.
Daily life often involves managing conflicting needs: My ADHD drives a desire for stimulation, spontaneity, and rapid task-switching, while being autistic simultaneously gives a strong preference for routine, predictability, and deep focus. This can lead to internal tension as I want to start new things while also needing structure and familiarity to feel grounded.
Executive functioning challenges are common and something I really identify with in my lived experience. Tasks like organising, planning, or remembering appointments can be difficult, especially when overwhelmed by sensory input or the stresses of a busy worklife. Social interactions can also be complex for me to navigate. The ADHD ‘side’ of me can lead to me being impulsive in what I say, difficulty in waiting my turn in conversation, while my autistic ‘side’ might make it hard to interpret the unspoken social rules of interactions in the workplace. These differences can result in misunderstandings, fatigue, and anxiety as I have to analyse interactions in a way that a neurotypical person does not.
Despite these challenges, I recognise that being AuDHD gives me significant strengths. I am creative, detail-oriented, and deeply passionate about the things that interest me the most. I can be an effective problem-solver, I recognise the patterns that others can’t, and I can analyse information to give innovative suggestions. My ability to hyperfocus can lead to exceptional work when I’m given the time to engage in something meaningful. I can bring strong empathy and a unique perspective to the teams and groups that I work in.
In my opinion, AuDHD is not a ‘disorder’, it’s a different way of experiencing and interacting with the world. With understanding, respect, and support, AuDHD individuals like me can thrive and contribute in really powerful and very meaningful ways.
7 Ways to Support and Work Well with AuDHD Colleagues (as a Coworker)
- Be Patient with Communication Styles
People with AuDHD may communicate in ways that are more direct or more detailed. Give space for them to express themselves without interrupting, and try not to take differences in tone or eye contact personally. - Follow Up in Writing
After meetings or conversations, consider sending a quick summary or checklist. This helps with memory and processing, and it’s a thoughtful way to support clarity for everyone. Be careful not to take a patronising tone though, this can trigger negative outcomes as people with AuDHD have likely experienced micromanaging approaches in their past. See my post on RSD! - Be Mindful of Sensory Sensitivities
Avoid wearing strong perfumes, playing music aloud, or making loud, sudden noises near shared workspaces. Individuals with AuDHD can be very different in their sensory experiencing: some individuals may be senory seeking, some will be sensory avoidant, and some may even struggle with variations in their own sensory needs day-to-day or even moment-to-moment. For example, an AuDHD person may love to play music they love at high volume when they are at home, while not being able to tolerate a radio playing at low volume in an open office. - Respect Focus Time
If you notice a colleague is deeply focused, try not to interrupt unless it’s urgent. A quick message or scheduling a time to chat can be more respectful of their concentration. - Celebrate Strengths
Acknowledge creativity, attention to detail, or unique problem-solving approaches of an AuDHD colleague. Positive feedback helps build confidence and fosters a more inclusive team culture. - Be Flexible with Social Norms
Someone with AuDHD is much less likely to enjoy small talk and they may shy away from group situations to avoid this, or to avoid putting themselves in a socially challenging situation. Respect their social boundaries and don’t pressure them to participate in ways that feel uncomfortable. - Ask, Don’t Assume
If you’re unsure how to support a colleague, it’s a positive thing to ask them respectfully. A simple “Is there anything I can do to make things easier for you?” can go a long way!