In today’s workplace, fostering an inclusive environment is essential for productivity and employee well-being. One key area of inclusion is ensuring that you have the right support for neurodivergent employees within the workplace, including those with dyslexia. Employers should understand how dyslexia can manifest itself in the workplace and implement effective strategies to support employees. It is really important that we remember that dyslexia does not prevent individuals succeeding in the workplace, in fact individuals’ with dyslexia can often be exceptionally good at thinking outside the box! 

Definition of Dyslexia 

Dyslexia is a condition that affects reading, writing, and spelling. It arises from the way the brain processes written and spoken language, rather than a lack of skill or effort. The British Dyslexia Association¹ defines dyslexia as being about information processing, it goes on to define that Dyslexic people may find it difficult to process and remember information they see and hear, which can affect learning and the acquisition of literacy skills. Dyslexia can also impact on other areas such as organisational skills.. 

How Dyslexia Can Present Itself at Work 

Dyslexia affects individuals differently, but common workplace challenges may include: 

• Difficulty with reading and writing tasks, including spelling errors and slower reading speeds. 

• Challenges with organisation, time management, and following complex instructions. 

• Struggles with note-taking, report writing, and structuring written work. 

• Difficulty processing verbal information quickly, leading to misunderstandings. 

• Strengths in problem-solving, creativity, and big-picture thinking, which are often overlooked. 

Definition of Neurodivergent Employees 

Neurodivergent employees are individuals whose cognitive functions differ from the neurotypical population. This term encompasses a range of conditions, including dyslexia, autism, ADHD, and dyspraxia. Neurodivergence is not a disability in itself but may require workplace adjustments to ensure employees can perform to the best of their abilities. 

How Best to Support Employees in the Workplace 

Employers have a legal and ethical duty to provide reasonable adjustments for dyslexic employees. Effective support strategies include: 

• Assistive Technology: Providing tools such as speech-to-text software, screen readers, and grammar-checking applications. 

• Flexible Communication: Allowing verbal rather than written instructions where possible and ensuring key information is provided in accessible formats suitable for the individual’s need. 

• Workplace Adjustments: Offering extra time for written tasks, reducing reliance on written communication, and providing quiet workspaces where appropriate. 

• Training and Awareness: Educating managers and colleagues about dyslexia to foster an inclusive and understanding workplace culture. 

• Mentoring and Support: Assigning mentors or dyslexia-friendly workplace coaches to help employees navigate challenges. 

Under the Equality Act 2010, dyslexia is recognised as a disability if it has a substantial and long-term adverse effect on a person’s ability to carry out their day-to-day activities. This means employers are legally required to make reasonable adjustments to prevent discrimination and support those affected employees. Failure to do so can lead to claims of disability discrimination. 

Employers should also consider guidance from the Health and Safety Executive (HSE)² and we at View HR can help support and navigate you and your teams through any challenges that may arise, by providing bespoke guidance or indeed training sessions to support your employees. 

Supporting dyslexic employees effectively is not only a legal obligation but also a means to create an inclusive and productive workplace. By understanding the challenges dyslexia presents and implementing tailored adjustments within the workplace, employers can unlock the potential of neurodivergent employees, fostering a diverse and innovative workforce. 

Would you like to discuss how View HR can help with this topic and more – Get in touch today!