add in workplace

Update, University of Arizona
and D. Steven Ledingham, 1997

My situation with the University has been ongoing for 18 months now. Consistently the University denies discrimination or wrong doing of any kind. they still appear to be unwilling to consider my ADD as significant in relation to any of their allegations.

I have maintained records, documentation and related material consistently for 18 months, in addition to retaining legal council for that period of time. After nearly 16 months, the University finally allowed a hearing to take place. This was the first hearing in 16 months where I was permitted to have my legal representation present. If I understand correctly, I am not permitted to know the results of that hearing and to date have received no information from the University regarding the outcome. If I understand correctly, the function of the hearing (which took two days with legal representation for both parties involved as well as witnesses and testimony) is to reach a decision and make a recommendation to the president of the University. As I understand the President of the University is in no way bound to honor these recommendations if they are in favor of a reinstatement or settlement for me.

If the recommendations of the hearing panel are not in my favor, or if the President determines that he will not accept recommendations in my favor, then more legal proceedings will have to be started on my part to work towards satisfactory resolution on my part.

Since the University has dismissed me, I have experiencing numerous difficulties including being denied unemployment, and having an excellent work record severely impacted by the allegations of the University. My work in the computing field has been negatively impacted by my lack of access to current technology and new hardware.

I am beginning to understand something called "post traumatic stress syndrome." I believe this defines an ongoing state of depression or apprehension following a negative encounter such as robbery, rape or other traumatic event. Usually one can overcome these events with the passage of time and resolution of the event. In my case, for over 18 months I have been "in the event." As a result the stress is ongoing. My understanding is that settlement of these types of cases can take three or more years. From a person in the midst of this hardship, I can tell you it is very unpleasant to be watching the University apparently "put off resolution" of the matter as longs as possible while I continue to be so restricted by the conditions of this case. I long for the time when I can get on with my life and put this incident behind me.

As I have said before, the degree of misunderstanding about ADD behaviors in the non-ADD community is vast. Our ADD is something we live with every moment of every day. It is not something we can simply "wish" away through will power, it is not something a pill or herb can heal. Many of us struggle day to day to do our best in spite of our disability, and often, as in my case employers fail to understand how hard we are working to comply with their rules, tasks and guidelines.

Recently I was pleased to be able to advise a non-ADD employer about one of his Dyslexic/ADD employees. I told him "I expect this person is one of the hardest working, dedicated employees you have. He probably works longer with changing you, and may even take work home." The employer agreed, and talked about how much it helped for him to understand this disability better, and that he respected how hard this person works to compensate for his disability.

I wish all employers, and ADD employees could learn to work together to improve work performance for everyone. The old days of slave labor are hopefully gone. I welcome the possibilities of employment were people work together for the success of the company and organization, and make rash moves and decisions based on emotion, ignorance, or misunderstanding.

Sincerely,
D. Steven Ledingham

I continue to believe that many of the difficulties we encounter in the workplace are a result of a lack of understanding and education among our supervisors and managers about what talented and hard workers we are. The challenges we face daily are significant but not impossible to manage given the right techniques, interventions and medical treatment. Without this insight, understanding and support many outstanding ADD adults are trapped in a pattern of dissatisfaction and failure that is unnecessary.

For those of us with ADD, the challenge we face is significant. Not only do we need to learn how to compensate and deal with our disability, but also must accept the task of education of the general population to the conditions that represent ADD. I encourage those of you with similar experiences and challenges to write me. Perhaps be working together we can improve the situation for all of us.

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