Stephanie Camilleri
Zoom
Thursday 29th October 2026 | 5.00–7.30pm UK
Five conversations. One shared goal. Better support for ADHD at work.
We are delighted to return with the ADHD Coaching Summit 2026, bringing together leading voices from ADHD coaching, psychiatry, employment law, employment support and, importantly, people with ADHD themselves.
This year, we are doing things differently.
Rather than looking at different forms of ADHD support in isolation, we are asking a bigger question:
What does a genuine community of support for ADHD in the workplace actually look like?
Because no single intervention provides the whole answer.
Diagnosis matters. Treatment matters. Coaching matters. Workplace adjustments matter. Managers who understand ADHD matter. And having other people around you who understand how your brain works matters too.
Our own approach has always been built around this principle. The goal for ADHDers isn’t independence. It is interdependence.
So, in recognition of ADHD Awareness Month’s theme of A Community of Support, this year’s Summit will explore what becomes possible when coaches, clinicians, lawyers, employment specialists, employers and ADHDers stop working in silos and start working together.
David Giwerc, Founder of the ADD Coach Academy
We are honoured to welcome David Giwerc back to open this year’s Summit.
David will explore developments in ADHD coaching, including emerging research and thinking within the profession, and why specialist training, certification and recognised professional standards matter as demand for ADHD coaching continues to grow.
We’ll also discuss why coaching should not exist in isolation.
What happens when an ADHDer has access not simply to a coach, but to a wider community of informed professional and peer support?
And what should individuals and organisations be looking for when choosing an ADHD coach?
Panel discussion with our psychiatrist referral partners
What is actually happening to adults with ADHD at work?
Our psychiatrist referral partners will share what they are seeing amongst their patients, including the workplace challenges that can bring people to crisis point, burnout or difficulties sustaining their performance.
We’ll discuss developments in psychiatric treatment for ADHD and explore an important question.
What happens after diagnosis and medication?
Treatment doesn’t take place in a vacuum. An individual still has to navigate their workload, manager, colleagues, deadlines and working environment.
Our panel will explore why a joined-up approach — bringing together clinical treatment, ADHD coaching and appropriate workplace support — can create a much stronger community around an individual than any intervention working alone.
In conversation with an employment lawyer specialising in disability discrimination and ADHD/neurodiversity
What happens when an employee asks for support but the adjustments don’t actually address the difficulties they are experiencing?
Our employment law expert will explore the current landscape around ADHD, disability discrimination and employment tribunal claims, including the issues they are seeing arise between neurodivergent employees and their employers.
We’ll look beyond policies to what happens on the ground.
How should managers respond when an employee discloses ADHD?
What does an effective reasonable-adjustments conversation look like?
What are the risks of treating an ADHD-related performance difficulty simply as a capability or conduct issue?
And where can organisations get things wrong despite believing they are supporting the employee?
Crucially, we’ll explore why reasonable adjustments aren’t simply about providing equipment or allowing someone to work from home.
Depending upon the individual, effective support could involve changes to communication, clearer prioritisation and deadlines, regular check-ins, body doubling, environmental modifications, changes to working practices or potentially reviewing responsibilities and aspects of a role.
The conversation will give managers practical guidance on creating support that works — rather than waiting until the employment relationship has broken down.
Robert Elston, Status Employment
Supporting neurodivergent people into employment is one thing.
Helping them stay and thrive there is another.
Robert Elston will discuss the current situation surrounding young people in the UK who are not in education, employment or training, the Government’s proposed approaches around employment and apprenticeships, and the practical job support provided by Status Employment.
We’ll then turn to an often overlooked part of the equation.
Who supports the people doing the supporting?
Robert will discuss the importance of ADHD and neurodiversity training for professionals supporting neurodivergent people into and within employment.
He will also share Status Employment’s experience of the training delivered by Ascend ADHD, what their team learned from it and how greater understanding of ADHD can change the way professionals support the people they work with.
We’ll consider what this means for employers too.
Because providing an employee with ADHD coaching is valuable. But what happens if that employee returns from coaching to a manager who doesn’t understand ADHD?
Sustainable change requires support on both sides of the employment relationship.
In conversation with members of our ADHD coaching communities
We’ll finish where this year’s theme really comes to life — with people who have experienced the power of ADHD community themselves.
Members of our Entrepreneurs Programme, Leadership Programme and Empower Hours will share what changed when they stopped trying to manage everything alone and started working alongside other ADHDers.
We’ll explore the impact of group coaching, body doubling, accountability, shared learning and simply having other people around you who get it.
What happens when someone who has spent years thinking “I should be able to do this myself” discovers that they don’t have to?
And how does being part of a community change not only productivity, but confidence, self-understanding and leadership?
Because perhaps the question isn’t:
“Why can’t I do this on my own?”
Perhaps a better question is:
“Why am I expecting myself to?”
Join us for two and a half hours of evidence, professional insight, practical guidance and lived experience as we explore how to create workplaces where people with ADHD don’t simply receive support when something goes wrong — but have a community of support around them that enables them to thrive.
Can’t join us live? Register and we’ll make the recording available to you after the Summit.
