MIT Sloan Management Review Article on How to Help Employees With ADHD Address the Challenges of Remote Work

Editor’s note: In consultation with the authors, this article was updated June 26, 2023, to better reflect the views of the neurodiversity movement.

Flexible work arrangements, such as hybrid and remote models, have become important for talent acquisition and retention in the post-pandemic world. As organizations refine their virtual work practices, it is important to ensure that they are inclusive of neurodivergent employees. Attention-deficit/hyperactivity disorder (ADHD) is among the most prevalent neurodivergent conditions. While some individuals with ADHD may find that remote work is well suited to their needs and gives them a greater degree of control over their work environment, others may find that remote work presents unique challenges. Remote work often lacks concrete time cues and can introduce different kinds of distractions and methods for sharing information than an in-person office setting, which can be challenging for some people with ADHD. If these challenges are not managed effectively, they can lead to a host of issues, such as burnout, anxiety, productivity loss, demotivation, and, ultimately, quitting.

About the Author

Maria Hamdani, Ph.D., is a professor of management in the College of Business at the University of Akron. Dr. Najma Hamdani is a psychiatrist practicing in Oklahoma and Texas. Maitraye Das, Ph.D., is an assistant professor in the Khoury College of Computer Sciences and the College of Arts, Media, and Design at Northeastern University.

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