In 2021, Nicole Hogger received a life-altering diagnosis: ADHD. Little did she know, this understanding of herself would soon become central to a significant legal battle, one that exposed a troubling disconnect between workplace expectations and the realities of neurodiversity.
Nicole had joined Genesis PR in 2018, quickly proving her worth and earning a promotion to PR account manager by 2020. A senior leader, Alison Straker, had actively supported her advancement, recognizing Nicole’s talent and effectiveness in managing client projects and campaigns.
The ADHD diagnosis revealed a pattern of challenges – difficulty with organization, forgetfulness, and a persistent struggle to initiate tasks requiring sustained mental effort. Procrastination, a long-standing issue, now had a name and a potential path toward understanding.
Nicole confided in Ms. Straker, her line manager, about her diagnosis, hoping for support and understanding. Initially, there was a willingness to help. When managers noticed Nicole struggling with her workload in early 2022, Ms. Straker attempted to alleviate the pressure by redistributing some tasks.
This temporary relief soon faded. Concerns began to surface regarding missed calls and declining performance. Managers expressed frustration, noting they had to constantly oversee Nicole’s work to prevent errors and ensure deadlines were met.
A growing pattern of unresponsiveness emerged. Colleagues reported instances where Nicole “went dark,” failing to communicate during critical periods. Explanations offered – a massage, a trip to Starbucks, a grocery run – only fueled perceptions of disorganization and a lack of commitment.
The situation reached a breaking point when Nicole arrived 40 minutes late to a scheduled meeting, despite reminders from her colleagues. A performance improvement plan was considered, but before it could be implemented, Nicole resigned, citing a desire for “a new path” and “professional development.”
Nicole didn’t retreat. She channeled her energy into launching her own business, a testament to her resilience and entrepreneurial spirit. However, the experience at Genesis PR left a lasting impact, prompting her to pursue legal recourse.
Employment Judge Roger Tynan’s ruling was decisive. He found that Genesis PR had failed to adequately consider Nicole’s ADHD and that the feedback she received was ultimately unhelpful. The company had taken no meaningful steps to prevent similar situations from arising in the future.
The judge specifically addressed comments made on June 19, 2023, deeming them undermining and a violation of Nicole’s dignity. These comments, he stated, served only to highlight a negative aspect of her disability, creating an adverse environment.
The outcome of the case is compensation for Nicole, a victory not just for her personally, but for anyone navigating the complexities of neurodiversity in the workplace. It underscores the critical need for employers to understand, accommodate, and support employees with ADHD and other disabilities.
This case serves as a powerful reminder that true professional development requires not only individual ambition, but also a supportive and inclusive environment where differences are valued, not penalized.
