
October marks National Disability Employment Awareness Month (NDEAM), a time to celebrate the contributions of employees with disabilities in the workplace and advocate for practices that promote disability inclusion. This month also coincides with raising awareness for conditions such as ADHD, dyslexia, dysgraphia, dyscalculia, and dyspraxia. We celebrate differences, challenge stereotypes, and foster meaningful conversations about neurodivergence and disability in the workplace.
In the spirit of this month's observance, I'd like to share my personal story with ADHD in more detail and break down ten misconceptions about it.
5 Key Highlights:

In 2020—a year when so many sought answers to their mental health struggles—I received a life-changing diagnosis.
The year began with professional achievements and milestones: I earned a promotion, trained my first new hire, traveled for company conferences and trips, and was on track to reach my year-end goals by summer. It was an exciting time, both in my career and personal life, as I was also preparing for a fall wedding.
But when the world suddenly stopped, my carefully built structure collapsed. The novelty of working from home was initially exciting, and I was adjusting well to the new routine—until I didn't. As anxiety began to build and my personal life faced unexpected struggles, I turned to therapy in search of clarity, unaware that this decision would completely change how I saw myself.
ADHD Diagnosis: A Journey to Understanding
Throughout my life, I've seen therapists for various reasons. This time, I had no idea that the therapist I carefully researched for specific support also had a specialty in spotting and supporting neurodivergence.
After a few months of sessions, she asked me a question that caught me entirely off guard,
"Have you ever been diagnosed with ADHD?
My initial reaction was pure shock. I flashed back to my childhood in the 90s, when little boys in class couldn't sit still or were labeled disruptive. I defiantly responded,
"No, never."
She thoughtfully paused before asking,
"Has anyone in your family been diagnosed?"
Then I remembered- both of my sisters were diagnosed in their adulthood. They had urged me to look into it back then, but I had dismissed it, convinced that ADHD didn't apply to me. Now, here I was, faced with the same question again.
After admitting that both of my sisters were late diagnosed, my therapist encouraged me to do some research. She knew that if I did, I wouldn't just research; I would hyperfocus on it, which is exactly what happened.
For days and nights, often putting off sleep, I read every article I could find for weeks and took every online quiz. I was determined to prove I didn't have ADHD. Still, every quiz suggested talking to my doctor, and every article emphasized how differently ADHD presents in women.
The more I read, the clearer it became that I did, in fact, have ADHD.
Eventually, I brought it up with my then-fiance, now husband, who had casually mentioned early in our relationship that he had ADHD. I remember describing my traits to him, and I could see a slight smile forming at the corner of his lips as he encouraged me to seek a diagnosis.
Yet, after receiving my clinical diagnosis, I found myself grappling with a significant identity crisis. Up until then, I thought I understood myself, but the diagnosis reframed so much of my life. It put into perspective where ADHD had always been present, especially in my career path. I started to recognize the patterns and challenges that had previously gone unexplained:
High levels of social anxiety in busy/new environments
A direct, sometimes blunt, approach to communication
Heightened sensitivity to perceived criticism or rejection
I began to see how my unique social quirks, intense focus on specific topics, and awkward struggles to fit in weren't personal shortcomings but traits linked to my neurodivergence.
As I moved through the process of accepting my ADHD, eventually, what once felt like flaws were reframed.
They eventually revealed themselves as my abilities to think creatively, empathize, and find new paths to success.

Growing Pains and Disclosure
While embracing my ADHD became easier, disclosing my diagnosis at work was a mixed experience. There were times when my openness resonated with others and moments when my message completely missed the mark.
Thankfully, the first time I shared my diagnosis with my team and manager was a turning point in my career. Until my diagnosis, my motivation had been helping to recruit and place others at their dream companies. Afterward, I became aware of the stigma I carried and the misconceptions present in the workplace.
This realization changed my "why" to create environments where everyone can succeed, no matter their differences.
With this new perspective, I leveraged my area of influence to redesign our team's internal hiring processes, making them more inclusive and supportive of diverse candidates. I channeled what I was learning about my own ADHD into my training to enhance individual and team growth.
Soon after, I received a promotion to a role that would allow me to drive organizational change, though it presented a different set of challenges. Transitioning from a structured recruiting environment into a strategic development position while working in a remote team was a significant shift. I struggled to find my footing and often felt isolated. Even when I pursued help, it seemed like there was little time or space to provide effective support amidst back-to-back meetings.
I started to pull back, afraid I was too much.
At one point, these challenges came to a head, and I realized I didn't feel safe disclosing my ADHD in this new environment. My eventual disclosure, which I handled admittedly ungracefully, exposed a gap in awareness of understanding how ADHD manifests differently across various roles and responsibilities.
Over time, I realized I needed to take matters into my own hands. I found support outside of traditional channels and built a community that truly understood what I was going through. Gradually, I rebuilt relationships and realized that by leading by example, I could become the representation for others I desired.
Through these growing pains, I learned to stand firm.
As I became more open about my neurodivergence, people began reaching out to me, sharing their own struggles with disclosing or asking for help. In response, I started integrating my story and the best practices I'd learned from the ADHD community into leadership conversations. Eventually, I moved from feeling isolated and unsure to understanding the power of vulnerability, self-advocacy, and connection.

ADHD Beyond the Stereotypes
Through these experiences, I recognized the need to eliminate stigma and promote psychological safety. Breaking stigma encourages individuals to seek answers and support earlier. For leaders who approach neurodivergence with empathy and openness, it promotes honest conversations, cultivating more supportive work environments where all employees can contribute fully.
In this blog about ADHD, we must acknowledge that many barriers to success stem from misconceptions. These misconceptions can lead to biases and misunderstandings, perpetuating stigma in the workplace.
So, let's dispel ten common misconceptions about ADHD:
Misconception 1: ADHD is overdiagnosed.
Fact: While diagnoses have increased, it's because researchers now understand the condition better. There's more awareness and improved ways to diagnose it, including recognizing the role of genetics. Additionally, misdiagnosis can occur, but underdiagnosis still remains a more significant issue, especially among women and minority groups. [1]
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Misconception 2: Everyone is a little ADHD.
Fact: This idea minimizes the seriousness of ADHD. While many people may get distracted sometimes, ADHD is a neurodevelopmental condition. It has lasting symptoms that significantly affect daily life, including relationships, job performance, and mental health. [2]
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Misconception 3: ADHD only affects children.
Fact: ADHD is a lifelong condition. Individuals diagnosed in childhood or adulthood will continue to experience symptoms, though these may change or lessen over time. [3][4]
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Misconception 4: ADHD is only found in boys.
Fact: ADHD can affect anyone, regardless of gender. However, research shows that it often looks different in females. They tend to show more inattentiveness and internalized behaviors, partly due to social expectations. [5][6]
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Misconception 5: ADHD means being distracted all the time.
Fact: ADHD is more than just being easily distracted. It relates to how the prefrontal cortex develops, which affects our ability to manage tasks. Additionally, while people with ADHD can be distracted, they can also experience intense focus at times, a state known as hyperfocus. [7][8]
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Misconception 6: ADHD is only about hyperactivity.
Fact: ADHD can manifest as external hyperactivity, internal restlessness, or both. The three types of ADHD are [9][10]:
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Hyperactive-Impulse – Recognizable by physical movement and high energy.
Inattentive (formerly known as ADD) – Characterized by racing thoughts and difficulties with focus or organization.
Combination – Includes traits of both hyperactive and inattentive types.
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Myth 7: People with ADHD are lazy or unmotivated.
Fact: ADHD isn’t about a lack of motivation but differences in processing information and tasks. Challenges with executive functions, like planning and prioritization, don’t reflect a person’s intelligence or effort. [11]
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Myth 8: People with ADHD just need to try harder.
Fact: ADHD affects focus and impulse regulation, and it can't simply be overcome by trying harder—similar to telling someone with poor eyesight to just "see better." [12]
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Myth 9: ADHD isn’t serious.
Fact: Untreated ADHD can significantly affect relationships, work performance, and mental health. It is sometimes linked to anxiety, depression, and substance use disorders. Additionally, studies show that 60-100% of children with ADHD have co-occurring conditions like mental health or other neurodivergence. [13]
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Misconception 10: ADHD meds are addictive and are a quick fix.
Fact: Research shows that ADHD medications, like stimulants, do not raise the risk of addiction when used as directed. These medications help control symptoms by regulating dopamine levels, but they are not a complete solution. The best results come from using medication along with therapy. [14][15]

Advocating for Awareness and Understanding
I am forever grateful for my diagnosis because it revealed to me that neurodiversity isn't about overcoming a deficit;
it's about understanding and embracing differences.
If we want our companies to be successful, we must go beyond surface-level awareness and challenge our assumptions. Workplaces should cultivate environments that support and empower neurodivergent individuals, enabling them to be authentic and showcase their strengths.
So, let's commit to going beyond stereotypes, fostering understanding, and creating spaces where every individual can do their best work.
Let Collectively Neurodiverse help you. We specialize in neuroinclusive practices that benefit every employee, from customized training and consultation to guest speaking and leadership coaching. We will partner with your organization to cultivate workplaces that unlock every mind's potential.Â

Sources for this article are hyperlinked directly within the text for further reading and verification.
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