We are complex beings with our own strengths, weaknesses, and personalities. Some of our personality quirks may also clash, particularly in a competitive and fast-paced environment like the workplace. It is understandable that overwhelming stress can make us apathetic to our colleagues, but it shouldn't escalate into full-blown conflicts especially if these differences between people stem from mental health conditions. With the right policies and supportive systems, our varied quirks and challenges can be managed to bring harmony to the workspace and help people reach their full potential.

The organizers behind Metamorphosis: Succeeding with Adult ADHD, composed of adults with ADHD and parents of children with ADHD

An internal struggle we sometimes fail to notice

Everyone may feel emotionally overwhelmed, make impulsive decisions, or have difficulty paying attention – but for some, these behaviors can be persistent enough to be out of their control and disrupt their life.

These can be challenging situations for people who struggle with mental conditions including depression, anxiety, PTSD, or ADHD. Someone with anxiety often feels overwhelmed, restless and agitated. They cannot sit still or maintain focus. People with depression feel intense emptiness and disinterest in life that makes them neglect meals, maintain hygiene and accomplish responsibilities.

This is also a concern for adults with ADHD in the workplace. Attention deficit hyperactivity disorder, also known as ADHD, is one of the common childhood disorders that can continue through adolescence and adulthood. According to ADDitude, an e-magazine and resource aggregator on all this ADHD, Adult ADHD is believed to be underdiagnosed because the diagnostic criteria for ADHD are developed for children, and symptoms of ADHD in adults can also be confused with comorbid mental health conditions such as anxiety, eating disorders, and substance abuse. These symptoms include poor time management and concentration, emotional dysregulation, procrastination, and forgetfulness.

The lack of understanding about ADHD and the negative stigma against people with this condition can create unsafe environments. People with ADHD are stereotyped as “kulang sa pansin” due to symptoms like excessive talking or interrupting conversations. They might tend to lose their sense of time or are unable to concentrate during meetings. Colleagues may find emotional dysregulation as unprofessional and immature, causing miscommunications and misunderstandings.

Without awareness and the right support, ADHD will remain excluded from mental health discussions and policies that can provide people with safe spaces and treatment to better manage their condition.

“Having ADHD, or any mental health condition, should not be seen as a hindrance, but as further proof of our complexity as humans.”

What we need instead is a stronger call for inclusive spaces that acknowledges the struggles of neurodivergent people, and empower them to reach their highest potential.

This December 3 is the International Day for Persons with Disabilities. Let’s highlight putting this vision into action. There are existing brands that have taken active steps to advocate and become an inclusive space, including VCS. TeamVCS strives for an inclusive and supportive environment through our core values, advocacies, and collaborations with different organizations.

Inclusivity as a core value to ground your brand

Respect is an established core value in VCS. We encourage a safe space where everyone is free to share their ideas and opinions, are kind to each other, and recognize each other's strengths and weaknesses. This helps VCS come up with creative outputs built from varied and complex ideas. It also boosts people’s self-esteem to feel that their ideas and opinions are heard.

Inclusivity has been an integral character of VCS' advocacies as an LGBTQ-owned creative agency. We have also been a part of and have worked with like-minded organizations such as The Philippine Marketing Association and the Advertising Foundation of the Philippines, and International Coastal Cleanup (ICC) Philippines. Our Chief Creative Officer, Amrei Dizon, is also an active member of the Philippine LGBT Chamber of Commerce. Alongside Amrei, the rest of the team shares the same advocacies on empowering creative agencies, caring for the environment, and promoting equality.

This year, VCS collaborated with the ADHD Society of the Philippines (ADHDSP) as their creative partner for METAMORPHOSIS, the first National Conference for Adult ADHD in the Philippines that was held this October 2022, on ADHD Awareness month. The parent-based organization was established in 2000 and has offered support for the welfare of individuals with ADHD, their families, professionals, and other concerned stakeholders. Amrei is currently sitting as part of ADHDSP's Board of Trustees and Public Relations Officer.

METAMORPHOSIS: Succeeding with Adult ADHD featured keynote speakers of experts in adult ADHD, mental health, and development studies. The national conference tackled several ADHD-related concerns to raise awareness of how families, workplaces, and educational institutions can better support people with ADHD. As their creative partner, VCS produced creative collaterals to reach more people via social media and raise awareness of the said event.

How you and your brand can serve as a support system for people with ADHD

Besides meeting the needs of consumers, businesses also hold a great responsibility to society. Think of your business as an influencer: employees and customers alike know which brands advocate and support inclusivity and this eventually sets the tone for other businesses to do the same.

Supporting inclusivity, specifically for adults with ADHD, starts with educating ourselves about the condition. Being knowledgeable about this condition builds empathy for the experiences and the desire to support neurodivergent people

“Brands can also enact policies that support health, provide the right treatment, and empower people to reach their full potential– simply by becoming a safe space where everyone can maximize their capabilities.”

With these practices, you build a healthy environment in the workplace and raise the integrity of your brand as a progressive business that seeks to make a positive impact. Take Rihanna when she first established her makeup brand, Fenty Beauty. The wide shade range of her foundation made a buzz on the internet and instantly attracted customers and boosted her brand’s image. The foundation alone advocated for inclusivity by offering shades that match everyone’s skin tone. We can do the same thing for neurodivergent people.

According to an article published in January 2022 by the University of Oxford Saïd Business School, a pre-pandemic Mckinsey report, Delivering Through Diversity, showed how diversity provided greater profitability in companies. Gender diversity on their executive teams was 21% more likely to have above-average profitability, while the figure was 33% for ethnic and cultural diversity. Innovation revenues also rose to 83% for organizations with diverse cultures, according to Deloitte research.

The same article also stressed that the picture of diversity is far greater in this generation. Companies such as Microsoft, SAP, JP Morgan, and EY are now taking the initiative to actively participate in including socioeconomic, disability, and neurodivergent people. Data has shown that one in five Gen Z people do not consider applying to companies that lack resources for neurodivergent employees. These statistics have proven that advocating for inclusive spaces guarantees progressive and sustainable business growth.

The call for inclusivity is simply a call to recognize that we are all different, but we are here for each other.

“If we want a better, more inclusive, and supportive society, we should start by making sure that our workplaces are inclusive and supportive.”

An inclusive workplace pushes the idea that the brand is in solidarity with people regarding these important issues. This can create a ripple effect that can positively change the broader business and work landscape.

EXTERNAL SOURCES:
Harvard Business School: TYPES OF CORPORATE SOCIAL RESPONSIBILITY TO BE AWARE OF
Pacific Oaks College: Breaking Down the 4 Types of Corporate Social Responsibility
World Economic Forum: The business case for diversity in the workplace is now overwhelming

HOW INCLUSIVITY CREATES A RIPPLE EFFECT ON YOUR BUSINESS’ GROWTH

An internal struggle we sometimes fail to notice

Inclusivity as a core value to ground your brand

How you and your brand can serve as a support system for people with ADHD