INCLUSION OF PEOPLE WITH ADHD IN THE WORKPLACE: CHALLENGES AND CONTRIBUTIONS OF THE ORGANIZATIONAL PSYCHOLOGIST

Abstract

Neurodevelopmental conditions have a profound impact on individuals’ lives and their social inclusion, particularly in the workplace. Attention Deficit Hyperactivity Disorder (ADHD), for instance, is characterized by difficulties with attention, impulsivity, restlessness, and challenges in task management, according to the DSM-5. While some traits may hinder individuals with ADHD from performing effectively in professional settings, these same traits can become strengths in environments that value creativity and innovation. In Brazil, this remains a legal and social challenge despite advances such as the Brazilian Inclusion Law (Law No. 13.146/2015) and the Quota Law (Law No. 8.213/1991). Most individuals with ADHD are still not formally recognized as people with disabilities and therefore face prejudice and a lack of proper workplace accommodations. Interventions such as workplace adjustments, training for leaders and teams, and inclusive diversity policies are essential. Within this context, organizational psychology plays a vital role in promoting behavioral change, recognition, and emotional support through the work of organizational psychologists who contribute to the design and implementation of accessibility and task adaptation programs. An inclusive work culture enables individuals with ADHD to feel valued, engaged, and productive — while organizations benefit from diversity, innovation, and social responsibility. Successful inclusion, therefore, involves not only hiring but also ensuring retention and acknowledgment of the talents of these professionals.