Thriving in Veterinary Medicine with ADHD

Practical Tips for Professionals and Teams

Veterinary medicine is demanding, fast-paced, and emotionally intense - conditions that can amplify both the strengths and challenges of ADHD. Recent research shows that ADHD is not only common in the field but also deeply intertwined with how veterinary professionals work, learn, and communicate.

A 2025 study of neurominority veterinarians found that ADHD was the most prevalent neurotype in the entire sample, representing 73 percent of respondents. Many reported increased executive-functioning challenges over time, particularly around deadlines, organization, and managing competing demands, yet they also identified unique strengths such as creativity, empathy, crisis-readiness, and innovative problem-solving.

New commentary pieces from the veterinary industry echo this, highlighting that neurodivergent professionals bring distinctive assets to clinical practice and that many workplaces unintentionally disadvantage ADHD brains by relying on rigid, multitasking-heavy systems. Together, these findings emphasize the importance of understanding ADHD not as a deficit but as a profile with both vulnerabilities and remarkable capabilities.

Below are practical strategies for veterinary professionals with ADHD, and equally important, tips for colleagues and leaders who want to support a neuroinclusive workplace.

Working in Veterinary Medicine When You Have ADHD

1. Build external structure for internal overwhelm

ADHD thrives with predictability and clarity. Use tools that reduce the mental load:

• Simple color-coded task systems for callbacks, rechecks, and lab reviews

• Visible “Top 3 Priorities” lists

• Timer-based charting sprints to avoid backlog

Respondents in the neurominority study emphasized that predictable workflows and personalized accommodations made a meaningful difference in performance and stress reduction.

2. Let your strengths drive your clinical work

ADDitude Magazine notes that ADHD brains excel at:

• Rapid problem-solving

• Pattern recognition

• High-pressure decision-making

• Deep empathy and connection

These strengths are invaluable in fast-paced settings like emergency, intensive care, surgery, and complex case interpretation. Identify where your energy naturally flows and design your workday around those strengths whenever possible.

3. Control the sensory environment

Many with ADHD also experience sensory sensitivity. This was reinforced in the veterinary neurominority research, with participants citing clinic noise, lighting, and high-stimulation environments as major stressors.

Try:

• Noise-blocking earbuds during charting

• Minimizing visual clutter

• Setting up a clean “medication + orders” zone

Small adjustments have large benefits for accuracy and calm.

4. Use scripts and templates to reduce cognitive fatigue

Transitions are taxing for ADHD brains. Having ready-made scripts for client communication, treatment plans, and discharge instructions preserves mental focus for complex tasks.

5. Seek accommodations without hesitation

The 2025 study found that many veterinarians did not know they qualified for ADHD accommodations, and those who did receive support reported improved performance and well-being. Accommodations might include:

• Written instructions

• Protected charting time

• Structured mentorship

• Noise-reduced workspaces

• Extended time for board exams

This is not a weakness, it is a professional tool to create a more effective work environment.

6. Use micro-actions to break through task paralysis

If something takes under two minutes, do it immediately. This reduces the buildup of small tasks that can otherwise spiral into overwhelm.

7. Prioritize sleep and recovery

An ADDitude article and recent vet-med studies point out that sleep dysregulation disproportionately impacts ADHD executive functioning.

Establish a consistent nighttime routine and use light-based cues to help regulate your circadian rhythm, especially after late shifts.

Working with a Colleague Who Has ADHD: Tools for a Supportive Team

Veterinary teams work best when they understand each other’s cognitive patterns. Supporting a colleague with ADHD does not require special training, just awareness and small, consistent adjustments.

1. Provide clarity instead of ambiguity

Clear expectations help ADHD professionals thrive. This includes:

• Written instructions

• Bullet-point priorities

• Explicit deadlines

• Visual workflows

The neurominority study found that lack of clear expectations and limited understanding from mentors amplified stress for ADHD veterinarians.

2. Normalize reminders

People with ADHD are not forgetful by choice; it is neurological.

Use inclusive, team-wide reminders:

• Shared calendars

• Automatic alerts

• Whiteboard systems

• Follow-up summaries

This supports the entire team, not just those with ADHD.

3. Improve meeting accessibility

ADHD brains struggle with transitions and time-blindness.

Help by providing:

• Five-minute pre-meeting reminders

• A short agenda beforehand

• A concise summary afterward

This ensures alignment without calling attention to anyone’s neurotype.

4. Do not interpret ADHD traits as disrespect

Missing a meeting or asking a question twice is not about attitude.

It is about executive-functioning load. A non-judgmental, collaborative approach strengthens the entire practice.

5. Communicate in ways that are direct and kind

ADHD professionals do best with clarity. Use brief, concrete wording, especially during emergencies or rapid workflow transitions.

6. Delegate based on strengths - not assumptions

ADHD strengths often include:

• Crisis management

• Creative diagnostics

• Empathy-driven client communication

• Rapid decision-making

Meanwhile, they may appreciate teammates who handle:

• Long, detailed paperwork

• Inventory management

• Scheduling

• Multi-step administrative tasks

Balanced delegation improves morale and patient care.

7. Build a neurodiversity-aware culture

Recent commentaries in the veterinary field highlight the importance of embedding neurodiversity education into practice culture, which improves communication, decreases burnout, and helps retain talented clinicians.

You do not need a large DEI program to initiate change. Small shifts in awareness make a measurable difference.

References

Abbondati, E., Pickles, K., Denk, D., Rasotto, R., Małek, E., & Palmieri, C. (2025). Neurodiversity in veterinary medicine, does lack of data mean lack of awareness, understanding and support? Veterinary Ophthalmology. https://doi.org/10.1111/vop.70070

Exploring neurodiversity within your practice. (2023, April 28). BSAVA. https://bsava.com/article/exploring-neurodiversity-within-your-practice

Lamb, T. (2024, October 28). Neurodiversity in the veterinary industry. BSAVA. https://www.veterinary-practice.com/article/neurodiversity-in-the-veterinary-industry

Tucker‐Retter, E. K., & Westermeyer, H. D. (2025). Experiences and occupational self‐efficacy of Neurominorities in specialty veterinary medicine: Challenges, solutions, and recommendations for progress. Veterinary Ophthalmology. https://doi.org/10.1111/vop.70030

“I love what I do:” jobs that reward people with ADHD. (2023, August 25). ADDitude. https://www.additudemag.com/slideshows/what-job-should-i-have-career-advice-adhd/?utm_source=eletter&utm_medium=email&utm_campaign=adult_august_2023&utm_content=082223&goal=0_d9446392d6-cf8b0ae098-306731761