How Workers’ Compensation Can Benefit from Embracing ADHD in the Workplace

By Lisa Huseboe

In today’s workplace, people with diverse ways of thinking bring real value. ADHD, often seen as a challenge, can actually be a huge advantage. Thom Hartmann, in his book Adult ADHD: How to Succeed as a Hunter in a Farmer’s World, sees ADHD not as a disorder but as a unique way of thinking—one that helped our early hunter-gatherer ancestors thrive. Today, those with ADHD traits, or “hunters,” bring valuable strengths like quick decision-making, creativity, and flexibility, which can be especially useful in fields like Workers’ Compensation.

Hartmann explains that people with ADHD can be thought of as “hunters” who are naturally quick on their feet, flexible, and great at spotting risks or opportunities. “Farmers,” on the other hand, thrive in steady, organized environments where patience and attention to detail are important. Both types of thinking have value in Workers’ Compensation, where claims adjusting, case management, and risk management require a mix of consistency and adaptability. But “hunters” are especially well-suited for fast-paced and unpredictable tasks.

While people with ADHD bring great strengths to the workplace, they may struggle in some areas, especially in environments that require a lot of routine, detailed work.

Here’s how ADHD traits can be both helpful and challenging in different roles within Workers’ Compensation:

• Claims Adjusters: These ADHD employees can struggle with long, repetitive paperwork but excel at fast decision-making in complex cases, often finding quick solutions others may miss.

• Case Managers: ADHD case managers are creative problem-solvers who easily connect with people, making them great at crafting recovery plans for injured workers. However, they may need extra help with tracking timelines and documentation.

• Risk Managers: With a knack for big-picture thinking, ADHD risk managers are good at identifying risks from new angles. They may need a bit of support with staying on task to meet deadlines.

ADHD employees work best in environments that allow them to use their strengths instead of forcing them into roles that feel unnatural.

Here are a few easy adjustments to help them thrive:

• Flexible Deadlines: If a task isn’t urgent, allow some flexibility. ADHD employees often work better when they can focus intensely in short bursts rather than follow a strict routine.

• Break Up Tasks: Breaking large projects into smaller steps makes them easier to manage. For case managers handling many cases, tackling small tasks one at a time can help avoid feeling overwhelmed.

• Use Task Management Apps: Apps like Trello and Asana can help ADHD employees stay on top of tasks. These tools provide reminders and color-coded boards to keep work organized.

• Provide Quiet Spaces: A quiet workspace can help employees focus on detail-heavy tasks without getting distracted by office noise.

• Regular Check-ins: Check-ins can gently refocus ADHD employees, especially in roles like risk management, where they might get too absorbed in analysis. These meetings can help keep their creative problem-solving on track.

• Offer Task Variety: Allowing employees to switch between different types of work throughout the day helps prevent boredom and keep them engaged. For ADHD employees, variety can boost productivity.

One case manager with ADHD had a hard time keeping up with multiple cases at once, although they were great at developing creative solutions for workers. By using a project management app that broke down tasks and sent reminders, they started meeting deadlines more easily and even helped workers return to work faster. This simple adjustment turned their ADHD from a challenge into a strength.

ADHD is recognized as a disability under the Americans with Disabilities Act (ADA), which means employers are required to offer reasonable accommodations, like flexible hours, task-management tools, or noise-canceling headphones. These supports help not only ADHD employees but make the workplace more inclusive for everyone.

Thom Hartmann’s “hunter” metaphor shows that neurodiversity is not about having flaws—it’s about having different strengths. In Workers’ Compensation, employees with ADHD bring creativity, energy, and quick-thinking that can make a huge difference in resolving cases, assessing risks, and driving workplace innovation. By making simple adjustments, employers can create an environment where ADHD employees not only fit in but truly thrive, bringing out the best in both “hunters” and “farmers.”