These aren’t typically traits associated with someone who has ADHD. But, a growing number of accountants with ADHD are challenging expectations and reshaping the narrative around what it takes to thrive in this field, redefining what it means to succeed in a detail-oriented role. That said, the profession is not without its challenges, both for accountants with ADHD and for their managers.
Despite the obvious challenges, for example, attention to detail can flounder when it comes to long, dull, repetitive jobs that are typical but necessary for some accounting tasks. While many struggle with boredom, distraction, and sensory overload, particularly in high-pressure or open-plan work environments.
Dr. Mukesh Kripalani, Lead Adult Consultant Psychiatrist at the ADHD Centre, says this shift in perspective is long overdue. “Too often, the narrative focuses only on the negative aspects of the condition,” he explains. “But with the right support, tools and awareness, ADHD can become a competitive advantage.”
ADHD can also empower individuals with powerful assets that include creativity, problem-solving skills, innovation and hyperfocus, and the ability to concentrate intensely on tasks of interest. “It’s essential to stop seeing ADHD as purely a deficit,” says Dr. Kripalani. “Many accountants I work with have turned their ADHD into a strategic strength.”
“Accountants with ADHD bring new ideas, energy, and innovation to the table. With the right workplace culture, they can thrive, not in spite of their ADHD, but because of it”, says Dr Kripalani.
With structured support, ADHD need not be a barrier to success. Dr. Kripalani recommends the following strategies:
- Use project management tools to help visualise tasks, set deadlines, and avoid last-minute rushes.
- Break down big tasks: Large projects should be divided into smaller steps using tools like mind maps or task lists with firm deadlines.
- Apply the Pomodoro Technique: Work in focused 25–30-minute intervals followed by short breaks to manage attention span and prevent burnout.
- Manage sensory input: Use noise-cancelling headphones, adjust lighting and temperature, and take short walks or breaks outside to regulate stress.
- Communicate openly: Explain specific workplace needs to employers or colleagues, such as requests for quiet space or flexible deadlines, ideally in writing to reduce misunderstandings.
- Seek specialist support: ADHD coaching and psychological support can be transformative for managing executive dysfunction, procrastination, and emotional regulation.
Beyond individual coping strategies, Dr. Kripalani stresses the importance of organisational change: “Accountancy firms need to move beyond compliance and only providing the minimal ‘reasonable adjustments’ as required in the Equality Act (2010) and genuinely embrace neurodiversity. That means making practical accommodations, training managers and HR, and fostering a culture where disclosure isn’t stigmatised but supported.”
To help accountancy firms retain and empower neurodiverse professionals, The ADHD Centre offers a structured four-stage Employment Assisted Programme:
- Workplace Assessment – A comprehensive review including site visits and interviews to identify and recommend reasonable adjustments.
- One-to-One Coaching – Fortnightly coaching to develop individual strategies for time management, productivity, and stress reduction.
- Neurodiversity Training for Managers – Practical sessions to improve understanding and create inclusive practices.
- Evaluation and Implementation – Monitoring outcomes and embedding sustainable, measurable change across the organisation.
This approach delivers real value for both employers and employees. Firms that embrace neurodiversity gain access to a wider talent pool and position themselves as progressive, inclusive, and resilient in a changing professional landscape.
The ADHD Centre offers a free Employer Handbook for legal practices and HR professionals committed to making lasting change.
