Supporting and Understanding Dyslexia in the Workplace

Dyslexia is a learning difficulty that affects up to 15 percent of the population, so it's essential that workplaces do what they can to support dyslexic individuals. [1]

But what is dyslexia? And what are the signs that someone could have it?

Essentially, it is a neurodivergence   that means people process language differently from others, but it varies from person to person.

Dyslexia is often associated with struggling to read, but some people find it difficult to write their thoughts coherently. Some struggle with processing multiple instructions, and others might have trouble with short-term memory or forget certain words entirely. Other signs of dyslexia can include confusing similar words, reading or writing slowly, or needing to reread things carefully, finding it hard to listen and maintain focus, and difficulty organizing and prioritizing tasks.

Trying to cope with dyslexia at work can be tricky, particularly if your workplace or colleagues aren't supportive. This can impact your self-esteem and lead to feelings of isolation, stress, and burnout. It can also mean that organizations miss out on the diverse pool of talent that dyslexic individuals can often offer, such as creativity, visual reasoning, and collaboration.

It's important to note that in many countries, legislation is in place that protects dyslexic people from discrimination, and requires workplaces to provide reasonable adjustments to support them. But there are some simple things organizations can do to provide the right kind of support for dyslexic colleagues.

If you manage someone with dyslexia, the first thing to do is adopt a supportive and flexible approach. It's easy to make assumptions about the impact of dyslexia, but, as we mentioned before, it can affect people very differently.

So talk to your employee and tailor your approach to their specific needs. They'll know what works best for them. For example, some dyslexic people may not want to be the note taker in meetings, but may be happy to engage in brainstorming or in presenting the findings. Remember to play to everyone's strengths, and collaborate so work is inclusive, and you get the best from all team members, not just some.

Also, provide relevant training and resources to ensure everyone is informed about the impacts of dyslexia and understands what they can do to make the workplace supportive and accessible to all.

Make good use of technology too. There are so many ways it can help people overcome the barriers of dyslexia. Take meetings, for example. If you're working remotely, record all your online meetings, so that neurodivergent employees can go through them later at their own pace. Some platforms also offer automated transcriptions. For day-to-day work, offering laptops with larger screens or providing additional screens can be helpful because it allows employees to cross-reference materials and adjust what they're looking at. Tools like screen readers, spell-check plugins, and dictation software can also make a huge difference for many dyslexic people.

Dyslexia is all about how information is processed, so remember that the way you present information will have a profound impact. Where you can, share information verbally or even pictorially. It might be better sometimes to demonstrate how to do a task, rather than rely on a written process. If you are handing out written information, make it as clear and straightforward as possible. Avoid jargon and acronyms. Adding a background color can also be useful. Again, try to tailor your approach to the individual.

If possible, talk with your team member to find out what works best for them. Some people might not be comfortable disclosing their dyslexia at work, and that's okay, but don't be afraid to broach the topic with your employee. The more you do to make the workplace a supportive environment for everyone, the more comfortable your employees will be with sharing their experiences, needs, and challenges.

Let's recap.

Dyslexia is a neurodivergence that causes people to process language differently from others. This can make some work tasks like reading and writing challenging, so it's essential organizations do what they can to support dyslexic colleagues.

Being flexible, integrating assistive technology, and adapting how information is communicated can help organizations achieve this, as can improving awareness of dyslexia and neurodiversity, and encouraging dyslexic individuals to share the challenges that they face, as well as exploring what works best for them. These tips should go a long way toward providing a supportive and accessible workplace that has everyone in mind, not just some, and will ensure your organization enjoys all the benefits of a fully-integrated and neurodiverse team.

To learn more about dyslexia and how to support dyslexic colleagues in your organization, read our article, Dyslexia in the Workplace   .