AuDHD at work ↓
Understand the overlap. Not just the labels.
AuDHD is a term commonly used for the experience of being both autistic and ADHD.
But that experience is not simply autism plus ADHD.
The two can interact. Overlap. Amplify one another. And sometimes create needs that appear to pull in different directions.
Understanding AuDHD means making room for that complexity.
Two neurodifferences. One individual experience.
Someone may benefit from structure while struggling with rigidity.
Seek novelty while finding unexpected change difficult.
Need stimulation while becoming overwhelmed by too much sensory input.
Deeply focus on something interesting while finding another important task very difficult to begin.
Needs can overlap without needing to fit neatly into one box.
The same person can need different things at different times, for different tasks and in different environments.
Strengths can be equally layered.
AuDHD people may identify with some of these. Or something entirely different.
Creativity
Curiosity
Specialist knowledge
Pattern recognition
Systems thinking
Innovation
Persistence
Depth and rapid idea generation
Support should not force somebody to choose one side of themselves.
More structure in one situation.
More flexibility in another.
More stimulation for one task.
Less for another.
More preparation for one change.
Complete spontaneity elsewhere.
What can help?
Support does not need to categorise every behaviour. It needs to understand what is happening and what helps.
Structured flexibility.
Clear outcomes with appropriate flexibility around how work is approached.
Visible expectations.
Reduce the amount somebody must infer, remember or mentally organise.
Sensory choice.
Consider both sensitivity and sensory regulation.
Preparation for change.
Provide context and useful notice without assuming somebody cannot adapt.
Focus protection.
Understand when interruptions help and when they destroy momentum.
External systems.
Calendars, task tools, reminders and visible priorities can support executive functioning.
Regular review.
Something that works in one period may need adapting as role demands change.
Visible performance is only part of the picture.
AuDHD and reasonable adjustments.
Possible adjustments may include:
Clear boundaries and outcomes with meaningful choice around how work is approached.
Visible priorities can reduce working memory and executive functioning demand.
Lower stimulation may support some tasks while other tasks may benefit from additional input.
Sensory support can involve reducing input, adding input or creating greater choice.
Useful notice and context can support change without assuming the person cannot adapt.
External structure can support planning, sequencing and task initiation.
Agenda, purpose and written actions can reduce unnecessary cognitive demand.
Flexibility may help somebody respond to changing sensory, energy or focus needs.
Protected time can reduce the cost of interruption when deep concentration is useful.
Clear timing and milestones can make planning and transitions easier to navigate.
Written, prepared or asynchronous contribution can sit alongside immediate verbal participation.
The person may need different combinations for different kinds of work. That is allowed to be nuanced.
Avoid forcing somebody to choose one side of themselves.
The label provides context.
The individual provides the detail.
“Is this the ADHD or the autism?” may be the wrong question.
The answer may be both. Neither. Or simply this person's individual experience.
Different needs do not have to become competing needs.
AuDHD training can help organisations understand the overlap.
A Workplace Assessment can explore one person's experience.
Adjustment Coaching can help translate understanding into everyday practice.