As someone who has worked extensively in HR within creative industries, I’ve had the opportunity to support incredibly talented marketers, some of whom also happen to have ADHD. Their ability to think differently, bring fresh perspectives, and drive innovative campaigns is often unmatched. But despite their strengths, retaining marketing professionals with ADHD can seem hard, and it’s often not about the individual, but the systems we put (or don’t put) in place.
Here’s the top 5 reasons why:
1. The Marketing Environment Is Fast-Paced and Constantly Changing
Marketing roles are inherently fast-moving, deadline-driven, and filled with shifting priorities. While some individuals with ADHD thrive in high-stimulation environments, others may find the constant pivots exhausting, especially when coupled with a lack of structure or clear prioritisation.
Without proper systems or support, this can lead to mental fatigue and, eventually, burnout.
2. ADHD Doesn’t Mix Well with Multitasking (and Marketing Loves Multitasking)
Modern marketing roles often demand juggling multiple platforms, projects, and client expectations simultaneously. For someone with ADHD, frequent context-switching can derail focus and productivity, even if they’re highly capable and creative.
Over time, if the workload isn’t adapted or better managed, the employee may start to feel they’re underperforming, or worse, that they’re not cut out for the role. That’s often when we start to see disengagement or turnover.
3. Hyperfocus Can Mask Burnout, Until It’s Too Late
One of the unique aspects of ADHD is hyperfocus, a state of intense concentration that can be an asset in the right circumstances. Marketers with ADHD may work late into the night perfecting a campaign or diving deep into analytics.
But here’s the catch: hyperfocus often comes at the cost of basic self-care, boundaries, or energy management. Because the output is high, it’s easy for teams to miss the signs of burnout until the employee abruptly disengages, or leaves.
4. Creative Strengths May Overshadow Executive Function Challenges
ADHD marketers are often idea-rich, strategic thinkers. They’re excellent at brainstorming, creative storytelling, and spotting patterns others miss. But they may struggle with follow-through, time tracking, admin, or responding to messages in a timely manner.
If managers or teammates don’t understand this dynamic, what starts as admiration for their creativity can quickly shift to frustration about “lack of reliability.” That tension, if left unaddressed, can affect workplace relationships and lead to retention issues.
5. Fear of Judgment or Disclosure Keeps Them Quiet
In competitive, high-performance marketing teams, there can be unspoken pressure to appear constantly “on,” organised, and in control. Employees with ADHD may fear being judged or excluded if they speak up about their struggles, especially in agencies or startups with fast-moving cultures.
Without a psychologically safe space to talk about their needs, or access to accommodations like time-blocking, flexible deadlines, or clear briefs, these talented team members may quietly start looking for the door.
What Can We Do About It?
The issue isn’t that marketers with ADHD are difficult to retain. The real problem is that many work environments still aren’t designed with neurodiverse minds in mind.
As HR professionals, we need to:
- Train leaders and teams on how ADHD shows up at work, especially in creative roles.
- Normalise flexible working styles and personalised productivity systems.
- Encourage regular check-ins that focus on energy, workload, and wellbeing, not just deliverables.
- Celebrate output and creativity, but not at the cost of health or boundaries.
- Create a culture where it’s safe to ask for help or suggest new ways of working.
When we understand ADHD not as a weakness but as a difference, and adapt accordingly, we don’t just retain our top marketing talent. We create a space where they truly thrive.
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