When Alex was diagnosed with ADHD at 34, it was a moment that put the rest of his life – and career – in context. In our webinar, Alex reflected on that career, the challenges he faced, and how simple accommodations in the workplace can make a massive difference.
“I got diagnosed with ADHD about a year and a half ago at age 34,” Alex said, explaining how the condition impacted his entrepreneurial journey without him fully realising it.
“Looking back now, through the lens of ADHD, I can see why a lot of my early businesses failed.”
He recounted a story from his university days when he impulsively started a late-night pizza delivery service: “A week later, my interest in the idea evaporated and disappeared. That was one of 10 or 15 businesses that I started and subsequently abandoned before landing on the ones that did sustain my interest.”
This impulsivity and rollercoaster of interest are common traits of ADHD. It’s a condition that’s misunderstood by many, and Alex is on a mission to change that perception -especially in the workplace.
The challenges of ADHD in the workplace
One of the key issues Alex emphasised as part of the webinar with Reed was the disconnect between traditional office environments and the way ADHD brains function.
“When you're forced into an office that's not suited to your brain, it can lead to overstimulation and almost a shutdown,” he said.
“I remember working in a marketing agency in a busy office. The noise, the ping pong table, the constant chatter - it completely paralysed my ability to work. Yet, when I asked to work in a quieter space and be judged on my outcomes rather than my processes, my productivity skyrocketed.
“In just six weeks, I grew the company’s social media following from zero to eight million.”
This experience highlights how simple accommodations, such as offering quiet spaces or allowing flexibility in how tasks are completed, can transform an employee’s productivity.
Common misconceptions about ADHD
One of the biggest obstacles for neurodivergent individuals in the workplace is the stigma attached to ADHD.
Alex said many people still have outdated views: “A common misconception is that ADHD means you’re physically hyperactive and constantly moving around the office. But for many people, particularly women, ADHD is internalised - it's a racing mind rather than fidgety behaviour.”
He added that employers often assume people with ADHD can’t focus, which couldn’t be further from the truth: “People with ADHD don’t have a deficit of attention - they have an abundance of it.
“When we’re interested in something, we can laser in and focus better than most. The challenge is accommodating for those things that capture our attention.”
Another myth Alex addressed is that people with ADHD can’t handle leadership roles.
He said: “In reality, people with ADHD can thrive in leadership positions. The fast pace, high pressure, and need for constant novelty are perfect for us.”
Accommodations that make a difference
So, what can employers do to help their ADHD employees thrive?
“The most important thing employers can do is show they understand,” Alex said. “Create a safe space where employees feel comfortable asking for help without fear of discrimination.
“Something as simple as putting a policy notice on your website or bringing in neurodivergent speakers can make a huge difference.”
On a practical level, Alex suggested allowing flexibility in how and when work is completed.
“Not everyone works well in a nine-to-five structure,” he said, “some people might do 40 hours of work in just four hours if you let them work on their terms. Judge employees by their outcomes, not their processes.”
Other accommodations Alex suggested included offering quiet spaces, providing written instructions rather than verbal ones, and breaking down large projects into smaller tasks with mini-deadlines: “For people with ADHD, having smaller, achievable goals can reduce overwhelm and improve task initiation.
He also encouraged the use of tools like noise-cancelling headphones and fidget toys in the office.
“I always have a thumb stone with me when I’m working, it helps channel some of the physical hyperactivity,” he added. “Normalising these tools can help employees manage their ADHD in a productive way.”
Recognising the signs of ADHD in your employees
Alex said managers who are unsure of how to spot employees who might be struggling with ADHD should look out for signs of anxiety or be aware if someone is withdrawing from meetings or experiences sudden changes in their behaviour.
Employers who suspect someone has ADHD or another neurodivergent condition should approach the situation with care.
“Send a private email or have a private conversation,” Alex said. “Ask if there’s anything you can do to help and work with the employee to create a plan moving forward.
“It’s important to have regular check-ins to ensure that the support remains consistent and effective.”
A call for more awareness and action
Alex’s message is clear: accommodating neurodiverse employees isn’t just the right thing to do - it’s smart business.
“People with ADHD bring incredible creativity, problem-solving skills, and entrepreneurial thinking to the table. With just a few adjustments, they can be a massive asset to any company.”
Alex Partridge, Founder of UNILAD and LADbible
For employers, creating an inclusive environment where neurodivergent employees can succeed is not just about ticking boxes, it’s about recognising and celebrating different ways of thinking.
As Alex said: “The best ideas often come from the quietest minds in the room. You just need to give them the space and time to be heard.”
Through his podcast, ADHD Chatter, Alex continues to raise awareness, share stories, and advocate for change in how society and workplaces understand ADHD.
This article highlights only a small number of recommendations from Alex. If you didn’t get a chance to watch our fireside chat with him, you can watch the recording of the event below:
