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General Enquires: 020 7388 8744
Assessments: 020 7383 3724
Dyslexia in the workplace
Dyslexia occurs in around 10% of the population, and so a significant proportion of a company’s employees, customers and clients may be affected by dyslexia. Dyslexia can have both positive and negative effects on performance in the workplace.
Dyslexia can affect performance in the workplace positively. The skills and abilities of dyslexic people are usually greater than their difficulties, and their problems often mask their abilities. Having to work hard to overcome learning difficulties often leads to dyslexic people being highly motivated and diligent.
Dyslexic people often have a unique skills set, and are often creative and imaginative, innovative and lateral thinkers, resourceful, determined to succeed, intuitive with good interpersonal skills and have good spatial skills.
Dyslexia can affect performance in the workplace negatively in the following areas:
• Combined listening and writing, including difficulty with notetaking
• Reading aloud
• Organising thoughts on paper
• Needing to redraft a document more than once
• Memory difficulties
• Focus and concentration problems
• Interpreting and relaying information
Experience working with dyslexia in the workplace
Our many years of experience working with dyslexic adults allow us to draw on a wide range of knowledge and skills for dealing with dyslexia in the workplace.
We have worked on a consultancy basis with a variety of private companies including banks, accountancy firms, construction firms, catering firms, advertising, architects, PR companies, events management and charities. We have also worked on a consultancy basis for government agencies, including the police forces, the Foreign Office, the fire services, the army, civil service departments, including the Department of Work and Pensions, job centres, and the BBC. We have worked successfully with people at all levels in the organisational structure, including senior staff.
Accomodating dyslexia in the workplace
Making adjustments for dyslexic employees is required in order to comply with the Disability Discrimination Act (DDA) – we advise on simple steps that can be taken to make the workplace more dyslexia-friendly, from giving clear verbal instructions, written memos and practical demonstrations to providing quiet areas or headphones for improving concentration.
The company benefits from improved performance and
raised capability of both company and the dyslexic individual – we often
find that good practice for dyslexic people facilitates better work
practices and improved performance in general.
Dyslexic employees gain a greater understanding of the skills required
for the job, an increased awareness of working methods and learning
styles, understanding of how you think and learn, improved presentation
and communication skills, improved analytical thinking and problem
solving, better time management skills, faster production of written
work, and increased confidence.
An HR department should be able to identify initial indicators of dyslexia.
IDC can provide training in this if required (see Services for the workplace section of our website). Having identified possible dyslexia, using a basic check-list questionnaire, please contact us on 020 7388 8744 to discuss whether a full psychological assessment or workplace training would be appropriate and beneficial.
Data Protection Act
Information about a person’s dyslexia is confidential and protected by the Data Protection Act, and may only be passed on with an individual’s consent. We will not inform or contact an employer without the employee’s consent. If an employer thinks an employee might be dyslexic, we can advise on an anonymous basis as to the most appropriate way to discuss the issue with the employee – there is no need to name the employee in question.