Gifted and Talented: Rethinking success for women with ADHD

Imagine a woman, identified as gifted or talented, yet struggling each day with the challenges of ADHD. Despite her potential, her experiences are often defined not by her abilities alone but by how others observe and interact with her differences. I am exploring this area and the following questions as part of my PhD.

❓What impact does a label of giftedness have on an individual throughout the rest of her life?

❓ How does society define "success" for someone like her? Do we focus on the deficit rather than the success?

❓Does she feel she ought to be further ahead in her career, take on more responsibility, earn more, manager her time better?

These questions do not exist by themselves. They come from the relationships and systems which she is part of, including workplaces, families, friendships, schools etc. and are influenced by the expectations she or others have placed on her.

What if the focus shifts from her to the relationships and systems she has to navigate?

💡Instead of asking, “Why can’t she manage her workload or manage her time better?” we might ask, “What is making these challenges worse?” or “how can I change my approach to be more neuroinclusive?”

💡Instead of focusing only on where improvements need to be made. We could focus on what she has achieved and her unique strengths she brings to a team or workplace.

💡Instead of wondering why she feels the need to leave a job every few years, we might look at how workplaces fail to accommodate her unique combination of strengths and challenges.

When we focus on these relationships and systems we can see that these gaps are not just about her but that they reflect broader societal values we hold. We should ask ourselves:

✅ Do we value perceived productivity over creativity?

✅Do we reward conformity over diversity in thinking?

✅If workplaces are only designed for neurotypical brains what are we missing out on?

By shifting the focus from judgment to meaningful action we can take, we open the door to creating environments where colleagues, friends, and employees feel genuinely supported. By considering “What can I do to help her thrive?” we can help to be more inclusive, embrace diverse strengths, and build workplaces and communities where everyone has the opportunity to succeed.

Do you recognise some of these traits in yourself or colleagues/family members?