Yahoo Finance

ADHD was first diagnosed in young white boys, with the guidelines for diagnosis resting largely on hyperactivity, which is also still a bit of a stereotype — it’s hard not to imagine a restless child distracting their classmates or running wild around a school playground.

Women and girls, on the other hand, are often diagnosed later in life, and most commonly with the inattentive form of ADHD where the symptoms are more internal, and any struggles can be invisible or are simply brushed off—even by medical professionals—as anxiety or depression.

Women are also more likely to “mask” their symptoms in an attempt to conform to the social and behavioral rules of society. For many, hiding their systems is a coping mechanism learned over years of living without a diagnosis.

In the workplace 

The workplace is where many women with ADHD struggle the most, whether it's attempting to work the same way as their neurotypical colleagues, navigating the social scene, living up to corporate expectations or, notably, finding the confidence to ask for help.

When I told my employer at the time I was diagnosed, my relief and excitement were short-lived. I felt misunderstood, and received a lack of sympathy on days when I struggled to keep up with my neurotypical colleagues.

I wasn’t alone in this either.

“I would get in trouble at work all the time. Even though I was meeting my deadlines,” said Donavan, adding that she was criticized for the length of time she took to respond to emails, talking too much or forgetting to turn in her timesheet on time.

I was overwhelmed with responses when I asked other neurodivergent women on Twitter for stories of their own workplace experiences. A common factor in all their stories was that they had struggled the most when they masked, kept their struggles private and soldiered on, often finding success within their career but sacrificing their mental wellbeing in doing so.

“I pushed myself to the breaking point to be successful in a workplace designed exclusively for neurotypical people, and I did very well. But I was exhausted and miserable,” said Allegra Chapman, who runs a diversity and inclusion company.

“I built a career in public relations, working all over the world for five-star hotels, restaurants, bars, celebrities etc. To my family and friends, my career seemed successful and glamorous. To me, it was a daily struggle with myself, with procrastination, self-doubt, masking, and waiting to be discovered at any moment as a fraud,” said Maria Dakova.

Several women told me that masking and forcing themselves to work a certain way was not sustainable, often leading to burnout and decreased productivity in the long term. For some, self-employment was the answer, allowing them the freedom to work in a way that suited them.

Other women, however, found positive relationships with employers that ultimately helped them to thrive both personally and as an employee.

How can workplaces accommodate neurodivergent people? 

“Simply by starting the conversation, talking about autism and ADHD, and understanding the benefits of a neurodivergent workforce, opens up their business, reduces the stigma and fear and enables them to better support all of their people,” says Hester Grainger, co-founder of Perfectly Autistic, a U.K.-based neurodiversity consultancy.

Instead of suffering in silence and potentially burning out, employees should feel able to bring up their condition without fear of prejudice or negative reactions. That’s the point at which employers and employees can figure out how that person works best and adjust the working day accordingly.

Small things can have a big impact, said TikToker Donavan, who recalled how an old manager would set random meetings with vague subject heads such as “quick chat,” triggering anxious thoughts and fears of being in trouble — emotional dysregulation is a common trait. By simply asking her manager to add a little context each time, she alleviated an issue that had previously impacted her work.

“I have weekly line manager meetings where we talk about any pinch points or issues,” says Sartika Thatcher, a PR consultant, who explained how small adjustments made a big difference in her workplace.

“We also talked, right from the beginning, about how I like to work and how we can work best together…They have also let me try and change some wider ways of working to streamline or consolidate processes.”

It’s not just beneficial to the individual either. “Most people approach this as a ‘nice thing to do,’ but it's much more than that — it's a business decision,” says neurodiversity consultant Rachel Morgan-Trimmer.

“All the studies on neurodiversity at work point to the same thing, which is that inclusive companies are more innovative and productive, and generate more revenue,” she added.

To drive the point home further, an estimated 4.4% of U.S. adults and 9.4% of U.S. children have ADHD. Worldwide the prevalence of adult ADHD is an estimated 2.5%. Since those figures are based on known diagnoses, the true prevalence is certainly even higher.

“Many companies are now realizing that neurodiversity is a hugely important topic,” Grainger emphasized.

“Every company has a neurodiverse workforce, whether they know it or not.”

This story was originally featured on Fortune.com

More from Fortune:
People who skipped their COVID vaccine are at higher risk of traffic incidents
Elon Musk says getting booed by Dave Chapelle fans 'was a first for me in real life' suggesting he's aware of building backlash
Gen Z and young millennials have found a new way to afford luxury handbags and watches—living with mom and dad
Meghan Markle’s real sin that the British public can’t forgive–and Americans can’t understand