Success in the Workplace

Headshot of Melissa Chung, smiling, wearing a professional outfit.

Spotlight: Melissa Chung

“ADHD has become my superpower.”

Former LDAO Board member and founder of Krippit Paris, Melissa turns creativity and innovation into strengths. Her story shows how ADHD can drive problem solving, resilience, and leadership in the workplace.

🎧 Listen to Melissa’s story: Underrepresented: ADHD is My Fashion Innovation Superpower
📍 Featured on Venturing into Fashion Tech (UK)

Note: The views and opinions expressed in this podcast are those of the guests and hosts and do not necessarily reflect the views, policies, or positions of the Learning Disabilities Association of Ontario.

Myths and Facts about ADHD

Myth: ADHD is a learning disability.
Fact: ADHD and learning disabilities are separate conditions. They can occur together, but ADHD affects attention and self-regulation, while learning disabilities affect specific learning processes.

Myth: ADHD is always a disability.
Fact: ADHD can be recognized as a disability for accommodation when it significantly affects daily functioning, but experiences vary for each individual.

Supporting Success in the Workplace

Everyone deserves the opportunity to thrive at work. For adults with learning disabilities (LDs) and ADHD, the workplace can offer both challenges and potential for growth. LD@work empowers individuals with LDs and ADHD to succeed in employment and helps employers create accessible, inclusive, and productive environments.

Whether you’re a job seeker, career changer, HR professional, educator, or employer — LD@work connects you with practical tools, career planning resources, and expert guidance. Together, we can build workplaces that work for everyone.

Why LDs and ADHD in the Workplace Matter

Workplaces thrive when every employee can bring their full self to the job. For Ontarians with learning disabilities (LDs) and ADHD, employment is not only a source of income, but a pathway to dignity, belonging, and stability.

Yet too often, barriers to understanding and accommodation stand in the way. LD@work exists to change this — equipping individuals, families, and employers with the tools to build inclusive, supportive workplaces.

Job-Fit

Exploration for Adults with LDs & ADHD

Job-Fit is a practical workbook series that helps adults with LDs and ADHD explore how they process information, identify strengths, and understand workplace needs. It promotes self-awareness, self-advocacy, and career planning through guided activities that reflect diverse ways of thinking and working.

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SOAR

Some Assembly Required (SOAR):
Tools for Youth & Young Adults

SOAR is a four-part workbook series originally designed for Grades 6–9 and now widely used by young adults. It builds self-advocacy, confidence, organization, and planning skills to support the transition from school to work and future education.

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Book a Consult

Workplace Accessibility & Inclusion Consulting for Employers

LDAO offers customized consultations to help organizations build accessible and inclusive workplaces for individuals with learning disabilities (LDs) and ADHD. These sessions support your commitment to fostering a neurodiverse, equitable workforce.

Our team provides strategies to:

  • Understand LDs and ADHD in the workplace
  • Implement effective accommodations
  • Promote mental wellness and belonging
  • Navigate disclosure and support planning
  • Meet accessibility standards and exceed compliance
  • Foster inclusive recruitment, onboarding, and promotion practices

Consultations can be booked for HR teams, managers, or full-staff professional learning sessions.

Click here to book a consultation or inquire further.

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Future Tools & Topics

We’re expanding LD@work —
and we’re looking for partners

Do you have an idea, expertise, or funding opportunity that could support adults with learning disabilities (LDs) and ADHD in the workplace? LDAO is exploring new tools and collaborations to extend the reach and impact of this initiative. Let’s build these resources together.

Areas of exploration include:

  • Financial Literacy Modules – Budgeting, saving, and planning tools designed with neurodiverse learners in mind.
  • Assistive Technology in the Workplace – Tools and tips for using tech to enhance productivity, organization, and independence.
  • Self-Advocacy & Disclosure Resources – Guidance on navigating disclosure and self-advocacy in professional settings.

Interested in contributing or collaborating? Contact us below to inquire further.

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Book a Consult or Inquire more

Unique Minds,
Remarkable Potential

Removing barriers allows employees with LDs and ADHD to show the unique strengths they bring.

1 in 10

1 in 10 Canadians has a learning disability — the highest rate among youth aged 15–24 (Statistics Canada, 2024).

30–45%

30–45% of students with LDs also experience ADHD (Visser et al., 2020; Crisci et al., 2021).

35%

35% of individuals with LDs report experiencing mental health–related disabilities such as anxiety and depression (Statistics Canada, 2024).

62%

Persons with disabilities in Canada have an employment rate of 62%, compared to 78% for persons without disabilities (Government of Canada, 2023).

25%

25% of persons with disabilities spend more than 30% of their income on housing, compared to 19.7% of the general population (Statistics Canada, 2017).