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Dyslexia is a specific learning difficulty (SpLD) that mainly affects reading and writing skills. It can impact the way that someone processes and remembers information, and has been linked to difficulties with concentration, organization and physical coordination, all of which can present specific challenges in the workplace.
But, "dyslexic thinking" can also add value to your team and organization. Dyslexic people often think differently about things and, as such, approach problems in different ways, all of which can improve creativity, innovation, diversity of thought, and offer novel problem solving solutions.
In this article, we explain what dyslexia is, we reveal some of the challenges faced by dyslexic people, and we explore how you can support dyslexic colleagues, so that they can thrive and succeed at work.
Dyslexia is a neurological difference – or neurodivergence – believed to affect between 10 and 20 percent of the global population. [1] [2] It often runs in families and is a lifelong condition.
It's the most common specific learning difficulty (SpLD), and people with dyslexia learn in a different way to others, or have trouble with aspects of learning. The term "dyslexia" means "difficulty with words," and the most common indicators involve reading, writing and spelling. [3] However, dyslexia is not linked to intelligence. [4]
The condition can also impact the way in which people handle, organize and retain all types of information. And many people with dyslexia report problems with concentration, memory and physical coordination.
However, it can bring benefits as well as challenges. Many dyslexic people have above-average reasoning skills, and they often excel in visual and creative fields. [5] In fact, since 2022, "dyslexic thinking" has been a recognized skill on LinkedIn. [6]
Dyslexic thinking refers to an approach to problem solving taken by dyslexic people that involves pattern recognition, spatial reasoning, lateral thinking and interpersonal communication. Some research also suggests that dyslexic individuals have particularly strong visual-spatial skills and can recognize shapes and figures faster than neurotypical people. [7]
Because the signs are so varied, and the impact can range from mild to severe, dyslexia is classed as a "spectrum condition." Every person with dyslexia experiences it differently. [8]
No one characteristic on its own can be used to diagnose the condition, but it's useful to know what to look for. Here are some of the common traits associated with dyslexia:
As a starting point, there are various dyslexia checklists and screening tools available online. They can't deliver a diagnosis of dyslexia, but they can be helpful for understanding more about it. And if you suspect that you may have dyslexia, they can be useful indicators for whether you should consider getting specialist advice.
Attaining a recognized diagnosis of dyslexia requires a formal Diagnostic Assessment. For a list of organizations that may be able to recommend an approved assessor, see the FAQs later in this article. Your organization's HR department may also be able to help you to arrange an assessment.
The impact of someone's dyslexia at work depends on a number of factors, including the severity of their condition; the particular ways in which it affects them; the tasks they're required to do; and the support they receive.
And things can change quickly. If someone's given new responsibilities, required to work in a new way, or has certain support removed, their dyslexia may suddenly become a problem, even if it was manageable or even unnoticeable before.
Here are some of the common ways dyslexia can impact someone at work:
So, what can you do to help yourself, if you have dyslexia – or any of the traits associated with it?
First, let your manager know, so that you can discuss any support you might need.
If you feel comfortable doing so, discuss it with your colleagues. You can talk about what you find hard, but also about your strengths – so that you can perform at your best as part of the team.
In many places, people with dyslexia and other forms of neurodivergence have specific protections in workplace law. Be alert to any form of discrimination against you because of your dyslexia, and find out whether you're entitled to extra care from your employer to ensure equity with other workers. In the U.K., for example, dyslexia is covered by the Equality Act 2010, and in the U.S. by the Americans With Disabilities Act of 1990.
Think about what your dyslexia gives you – better visual imagination, for example, or a flair for innovation – and look for opportunities to shine. And if your dyslexia has provided you with a greater understanding of neurodiversity itself, think about how you can feed some of that knowledge back into the life and work of your organization.
Some of the most common dyslexia strengths – such as creativity and social influence – appear on the list of "trending skills" in the World Economic Forum's 2023 Future of Jobs Report.
If you're a manager, you'll almost certainly have someone with dyslexia on your team, now or in the future – so learn about the condition. This will help you spot any problems people face because of their dyslexia, even if they don't talk to you about them directly.
Managers and their organizations often have responsibilities to people with dyslexia that are laid down in law. For example, you may be required to make "reasonable adjustments" to address people's specific needs.
Employers who do not fulfill their legal responsibilities can be held accountable for failing to meet these requirements. For example, a woman with dyslexia won a discrimination case against Starbucks in 2016.
You may understand some of the common aspects of dyslexia, but remember everyone's experience is different.
While every person with dyslexia experiences it uniquely, there are common strategies that many find beneficial.
Before making any changes, it's crucial to consult with your team member to understand their specific needs.
Here are some typical adjustments that you might consider:
To be "reasonable," an adjustment for dyslexia will usually depend on the person's particular challenges, their employer's resources, and how realistic any changes would be to make.
A workplace needs assessment is an effective way to work out exactly what support to offer someone with dyslexia. As part of the assessment, a qualified, impartial assessor works with both the employee and their manager to explore strengths, as well as weaknesses, and delivers recommendations about the most effective forms of adaptation or support.
Discuss any learning, development or training that might help the person to manage their dyslexia. Consider training and awareness-raising events for the whole team, too. That way, people with dyslexia feel looked after and understood – and their teammates know how best to support them.
Think about what you need to communicate and how best to do this. For example, would dyslexic team members get more from an in-person briefing than from reading your written instructions? Could you give more structure to meetings, to make them easier to follow and remember? Do you really need people to write detailed reports – or would bullet points work just as well?
Ask your team member whether they would benefit from additional support, such as extra reminders of key deadlines, tools and equipment that assist with workload organization, as well as scheduling apps and notification of tasks and deadlines.
Remember that stress can make it harder to cope with dyslexia. During times of change and uncertainty or periods of increased workload or pressure, people with dyslexia may need further additional support.
People with dyslexia process information in divergent, creative and lateral ways, paving the way for innovation and creativity. In fact, research by Julie Logan, professor of entrepreneurship at Cass Business School, found that 35 percent of U.S. company founders identified themselves as dyslexic, compared with 13 percent of the general population. [9]
While it's important not to make assumptions about your colleague's talents, if you do discover that your dyslexic team member has particular skills, such as creativity, innovation, slogan writing, logo design… give them the right opportunities to shine!
Organizations that support people with dyslexia, and neurodiversity in general, perform better because of it. Research suggests that their people are happier, their communications are more effective, their ideas are more innovative, and they can gain a clear competitive advantage as a result. [10]
So, how dyslexia-friendly is your workplace?
Here are some of the hallmarks of a dyslexia-friendly workplace:
The exact causes are unknown, but it appears to have a genetic basis, and often runs in families. It's likely that key genes inherited from parents combine to affect some aspects of brain development during early life. [12]
Estimates vary, but it's likely that between 10 and 20 percent of the global population is affected by dyslexia. Dyslexia is by far the most common form of neurodivergence. [1] [2]
Dyslexia is sometimes divided into four types – although many people with dyslexia experience aspects of more than one of them. The four types are:
Here are some of the most active dyslexia support organizations worldwide:
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