Etiket: ADHD

ADHD’nin İş Yerlerini Yeniden Şekillendirmesi: Patronlar ve Çalışanlar İçin Anlamı

ADHD, yani Dikkat Eksikliği ve Hiperaktivite Bozukluğu, son yıllarda iş yerlerini köklü bir şekilde etkiledi. Bir Lidl mağazasında müdür y

ADHD, yani Dikkat Eksikliği ve Hiperaktivite Bozukluğu, son yıllarda iş yerlerini köklü bir şekilde etkiledi. Bir Lidl mağazasında müdür yardımcısı olan Ryan’ın hikayesi, bu değişimin ne kadar derin olduğunu gösteriyor. 18 ay boyunca bu durumu düşünmekten kendini alamamış. Sonunda, işverenine bu durumu bildirdiğinde, sonuçları ağır oldu. Ryan, işten çıkarıldı ama bu durumu kabullenmedi. Mahkemeye başvurdu ve 45,000 sterlin tazminat kazandı. Mahkeme, işverenin ona yeterli düzenlemeleri sağlamadığını ve buna bağlı olarak haksız yere işten çıkarıldığına karar verdi. Ryan’ın yaşadığı bu deneyim, birçok insanın benzer sorunlarla karşılaştığını ortaya koyuyor.

Son yıllarda, otizm, ADHD, disleksi gibi nöroçeşitlilik durumlarına tanı konan insanların sayısı hızla arttı. 2020’de 265 olan iş mahkemesi vakası, 2025’te 517’ye çıktı. İşverenlerin bu duruma dikkat etmesi gerektiği konusunda avukatlar ve insan kaynakları uzmanları hemfikir. Nöroçeşitlilik, artık iş yerlerinde sıkça tartışılan bir konu haline geldi. Ancak, birçok çalışan, teşhis edilmeden veya gerekli düzenlemeler yapılmadan iş hayatına atılıyor. Özellikle, İngiltere’de NHS bekleme listeleri rekor seviyelere ulaştı ve bazı bölgelerde kapanmak zorunda kaldı.

Aynı zamanda, birçok insanın bu durumları göz ardı edildi. Örneğin, College London’un verilerine göre, 40 yaş üstü otistik bireylerin %90’ı tanı almamış durumda. Bu, toplumun nöroçeşitliliğe yönelik farkındalığının arttığını gösteriyor ama aynı zamanda da yetersiz kalıyor. Çalışanlar artık sessiz kalmak istemiyor, yaşadıkları zorlukları dile getirmeye başladı. Çeşitlilik ve kapsayıcılık danışmanı Lutfur Ali, işverenlerin doğru eğitim ve zaman almadıklarını vurguluyor.

Birçok işyeri, bu durumu kabullenmekte zorluk çekiyor. İşverenler, bir çalışana yapılan ayarlamanın diğerlerine de yapılması gerektiğini düşünüyorlar. Ancak, çoğu durumda düzenlemeler maliyet açısından oldukça düşük. Örneğin, toplantı yapma yöntemlerini değiştirmek veya çalışanlara düzenli molalar vermek gibi basit ayarlar, hem çalışanların performansını artırıyor hem de işyerindeki genel atmosferi olumlu yönde etkiliyor.

Geçen yıl bir mahkemede, Greene King adlı bir pub zincirinin, disleksi sorunları olan bir aşçı için makul düzenlemeler yapmadığına karar verildi. Aşçının işten çıkarılması, bu düzenlemelerin olmaması nedeniyle gerçekleşti ve kendisine 24,000 sterlin tazminat verildi. İşverenlerin, bu gibi durumlarda tazminat ödemekten kaçınmaları, onları daha dikkatli olmaya itiyor.

Daniel Rickman, Structura adlı bir cam işleme şirketinin sahibi, çalışanlarının ayarlamalar istemesini beklemeden, bu ayarlamaları herkese sunmaya karar verdi. Şirket, esnek çalışma saatleri uyguladı, toplantı odalarına stres topu gibi oyuncaklar koydu ve çalışanın rahatsız edilip edilmeyeceğini belirten renkli ışıklar ekledi. Rickman, bu uygulamanın, herkesin en iyi şekilde çalışmasına yardımcı olduğunu belirtiyor.

Bütün bu durumlar, işverenlerin nöroçeşitlilik konularında daha fazla bilgi sahibi olmaları gerektiğini ortaya koyuyor. Ancak, bazı işverenler hala bu durumu kabullenmekte zorlanıyor. Gelecekte, bu iş yerlerinde nasıl bir dönüşüm yaşanacak? Belki de daha fazla değişikliğe ihtiyaç duyulacak…

Kaynak: Orijinal Haber

How ADHD is Transforming Workplaces: A New Era for Employees and Employers

ADHD has fundamentally changed the workplace dynamics, and it’s crucial for both bosses and workers to understand what this means. Take the case of

ADHD has fundamentally changed the workplace dynamics, and it’s crucial for both bosses and workers to understand what this means. Take the case of Ryan, a former deputy store manager at Lidl, who found himself in a tough spot after discussing his ADHD diagnosis with his higher-ups. After a meeting where he expressed he needed accommodations, Ryan was dismissed for gross misconduct. But he didn’t back down; he appealed the decision, which led to a tribunal awarding him over £45,000. The judge ruled that his former employer failed to provide reasonable adjustments, like additional breaks, which could have made a significant difference for him. “I don’t show a lot of emotions,” Ryan stated, yet this emotional struggle echoed throughout the tribunal’s findings.

This case is just a snapshot of a growing trend. Over the last few years, thousands have been diagnosed as neurodivergent, a term that encompasses not just ADHD, but also autism and dyslexia. These diagnoses have become more common in disputes within employment tribunals. Interestingly, many neurodivergent individuals are entitled to reasonable adjustments if they can demonstrate that their condition significantly affects their daily activities. Lutfur Ali, a diversity and inclusion adviser at the Chartered Institute of Personnel and Development, points out that businesses are lagging behind in making the necessary adjustments. “Employers often don’t have the training or the time to have the right conversations,” he explains.

The numbers are staggering. In 2025 alone, there were 517 employment tribunal cases mentioning neurodivergent conditions, a significant rise from 265 in 2020. The most frequently cited conditions? You guessed it—autism and ADHD. The Ministry of Justice cautions that these figures should not be seen as official statistics, but they do paint a picture of a growing concern. Diagnosis rates for ADHD and autism have surged, and waiting lists for assessments on the NHS in England are reaching record levels, with some areas even closing their lists due to overwhelming demand. Irwin Mitchell highlights that these long waits are affecting workplaces. “Anecdotally, we’re seeing the consequences,” they say.

Moreover, a study from University College London found that around 90% of autistic individuals over 40 remain undiagnosed. This lack of diagnosis doesn’t just affect individuals; it has broader implications for workplace culture and understanding. There’s a growing awareness of the challenges that neurodivergent individuals face—issues like masking and overall wellbeing. “Society is playing catch-up,” says one expert, emphasizing the explosion in recognition of adult neurodivergence.

This shift in understanding is crucial. Many individuals are now refusing to suffer in silence, demanding workplaces that accommodate their unique needs. A recent survey found that businesses are adapting their policies, with many employers now considering “neurodivergent readiness” in their hiring and management practices. However, some employers still feel overwhelmed, fearing that making accommodations for one employee might set a precedent for others. “It’s a mindset issue,” notes a diversity consultant.

On the flip side, some businesses are taking proactive steps. For instance, Daniel Rickman, who runs Structura, a glazing company, decided not to wait for staff to request adjustments. Instead, he implemented flexible working hours, introduced fidget toys in meeting rooms, and even set up red and green “busy lights” to indicate availability. This approach, he argues, allows his business to get the best out of everyone.

But here’s the kicker: the tribunal system is under immense pressure, with open claims hitting record highs. Jenna Ide, an employment law specialist, notes that some tribunal dates are being pushed to 2030, creating a backlog that could exacerbate workplace tensions. With the Employment Rights Act changing the landscape in January 2027—providing workers protection against unfair dismissal after just six months—experts predict a surge in claims. “There’s going to be a huge explosion in unfair dismissal claims,” warns Irwin Mitchell.

So, what does this all mean for the future? Ryan, who has struggled with health issues since leaving Lidl, feels conflicted about disclosing his diagnosis to potential employers. Despite the challenges, he remains hopeful that workplace changes will eventually benefit everyone. “You’ve got to manage people differently if they’re neurodivergent,” he asserts.

As we look ahead, will workplaces finally adapt to these changing dynamics? Only time will tell…

Kaynak: Orijinal Haber

How My Period Boosts My ADHD: A Surprising Connection

Layla Kornota, diagnosed with ADHD as a child, relies heavily on her phone alarms to navigate through her busy day as a teaching assistant. Picture t

Layla Kornota, diagnosed with ADHD as a child, relies heavily on her phone alarms to navigate through her busy day as a teaching assistant. Picture this: four alarms to wake up, one to get dressed, and another to pack her work bag. “This routine keeps my ADHD brain focused,” she says, scrolling through her phone. But here’s the kicker—this sense of control disappears when she waits for a reaction that never comes. It’s a classic ADHD struggle, where the brain processes information differently, leading to challenges with concentration, emotional regulation, and even sitting still, according to the NHS.

Conversations around this issue are buzzing on social media and chat forums, particularly among women, as they share their experiences. “I find myself waiting and waiting,” Layla explains, articulating the common frustration of feeling ignored or overlooked. Psychiatrist Sally Cubbin, a neurodiversity specialist involved in a study at Kings College, emphasizes the link between hormones and ADHD. She hopes that ongoing research will shed light on these connections, particularly during times when women may feel more impulsive or make riskier choices, such as binge eating or spending money.

“Women are more likely to take risks,” she says, “which can include not taking contraception or indulging in foods they know will make them feel ill. It’s not hunger; it’s that impulse that takes over.” Layla, for instance, adores pickles but acknowledges that overindulging leaves her feeling sick. “It’s this impulse that once it’s in your head, you just can’t shake off,” she adds.

Dr. Jessica Agnew-Blais, the lead academic on the Kings College project, points out that ADHD in women, particularly adults, is an emerging field of research. Not too long ago, ADHD was viewed mainly as a childhood disorder affecting boys. “Now, we see more and more women coming forward,” she notes. Thanks to increased awareness, many women are finally recognizing the struggles they’ve faced throughout their lives and are seeking help. “It’s not about changing who you are,” Dr. Agnew-Blais emphasizes, which can feel validating and freeing for those affected.

Layla reflects on her own journey. “I’ve often been hard on myself for not meeting expectations,” she admits. But finding a community of others with similar experiences has been a game changer. “It’s good to feel like I’m not alone in this,” she says.

So, what does the future hold for ADHD awareness and support? As more women open up about their experiences, the hope is that understanding and resources will expand. With ADHD services facing increased demand, many are left wondering how long they will have to wait for the help they need.

Kaynak: Orijinal Haber