Dyslexia Awareness Week 2024 is an annual event designed to increase understanding and support for people with dyslexia. Dyslexia is a common learning difficulty that affects reading, writing, and spelling abilities, but it has no impact on intelligence. It is estimated that around 10% of the UK population is dyslexic, with 4% severely affected.
Dyslexia Awareness Week 2024 is held during the 7th – 13th October. Its aim is to raise awareness about dyslexia and to encourage better understanding, especially in schools and workplaces. By supporting this week, individuals and organisations can help reduce stigma and ensure dyslexic individuals receive the support they need to thrive.
What is Neurodiversity?
Neurodiversity represents the broad range of natural differences in how people’s brains function and process information. It includes conditions like autism, ADHD, dyslexia, dyspraxia, and dyscalculia, all of which reflect unique cognitive variations. Rather than viewing these differences as deficits or disorders, neurodiversity advocates recognise them as part of the spectrum of human experience. In relation to dyslexia, neurodiversity frames it not simply as a learning difficulty, but as a variation in how the brain processes language and information.
Barriers Dyslexic People Face at Work
Dyslexia Awareness Week 2024 highlights the barriers dyslexic people face at work, emphasising the need for better understanding and support in the workplace.
Difficulty with Written Communication
Written communication can be one of the most challenging areas for dyslexic employees. Many workplaces rely heavily on emails, reports, and documentation to communicate and organise tasks. For someone with dyslexia, reading long, dense texts or writing formal responses can be time-consuming and stressful.
Dyslexic individuals often experience issues with spelling, grammar, and sentence structure, which can lead to feelings of embarrassment or self-doubt. They may worry about how their written work will be perceived by colleagues and supervisors, potentially leading to hesitation in sending emails or reports. Additionally, the extra time required to proofread and edit their writing can mean that dyslexic employees fall behind in tasks that others complete quickly.
Struggles with Time Management
Time management is another significant hurdle. Dyslexic individuals often face difficulties with sequencing and prioritising tasks, which can affect their ability to meet deadlines or manage their workload efficiently. For example, breaking down complex projects into manageable steps can be challenging, leading to procrastination or disorganisation. Without adequate support or clear structures, dyslexic employees may feel overwhelmed by the volume of work and struggle to stay on track.
This issue can be particularly challenging in fast-paced environments where tasks need to be completed quickly, often without much guidance. The stress of managing multiple responsibilities, combined with difficulty organising time, can lead to feelings of frustration and a reduced sense of accomplishment. One study found that participants commented repeatedly about feeling self-conscious about how long it took to complete tasks, which in turn appeared to generate negative feelings such as paranoia, worry and frustration This may also cause others to perceive the dyslexic employee as disorganised or lacking focus, even though they may be working extremely hard.
Complicated or Unclear Instructions
Dyslexic employees may struggle when faced with complicated, lengthy, or poorly structured instructions. In many workplaces, instructions are often given in written form or via long emails, with multiple steps that need to be followed precisely. This can create confusion and make it harder for dyslexic employees to complete tasks correctly.
For dyslexic individuals, processing a lot of information at once can be overwhelming, especially if it is presented without breaks or opportunities for clarification. Complex instructions can lead to mistakes or missed steps, not due to lack of competence but because the information wasn’t presented in a dyslexia-friendly way. This challenge is exacerbated when there’s pressure to complete tasks quickly, leaving little time to double-check or seek clarification.
Inconsistent Support and Adjustments
Workplaces vary greatly in their level of understanding and support for dyslexic employees. In some organisations, employees may not even disclose their dyslexia for fear of stigma or negative assumptions. This can result in them missing out on reasonable adjustments that could help them perform their job more effectively.
In other cases, while an organisation may have policies in place to support dyslexic individuals, the actual implementation of these policies can be inconsistent. For example, some managers may be highly supportive and proactive in offering accommodations, while others may be less flexible or unaware of the specific needs of dyslexic staff. This can leave employees feeling uncertain about how much support they will receive, or reluctant to ask for it.
Lack of Accessible Training and Development Opportunities
Many dyslexic employees may find that workplace training programmes, especially those involving written manuals, are not designed with their needs in mind. Traditional training methods often rely on heavy reading or written tests, which can be a barrier for dyslexic individuals. They may struggle to absorb information in these formats or feel anxious about their ability to pass assessments.
Opportunities for career development may also be limited due to the way that promotion processes are structured. If career progression relies on tasks that are particularly challenging for dyslexic employees, such as lengthy written reports or formal assessments, they may be unfairly held back despite having the talent and potential to succeed in higher roles.
Stereotyping and Misunderstanding from Colleagues
In some workplaces, a lack of understanding about dyslexia can lead to harmful stereotypes or misperceptions. Colleagues who are not educated about dyslexia may mistakenly believe that a dyslexic employee is careless, inattentive, or lacking in intelligence. These misconceptions can create an uncomfortable work environment for the dyslexic individual, who may feel that they need to work harder to prove themselves.
This lack of awareness can also lead to subtle discrimination, where dyslexic employees are overlooked for certain tasks or responsibilities because they are wrongly assumed to be incapable of performing them. These assumptions are damaging, both to the employee’s career progression and their mental wellbeing.
How Leaders Can Implement Dyslexic-Friendly Workplaces
Dyslexia Awareness Week 2024 encourages leaders to implement dyslexic-friendly workplaces by fostering inclusivity and providing necessary accommodations for all employees.
Provide Clear, Verbal Instructions
One simple way to make workplaces more dyslexic-friendly is to provide verbal instructions, rather than relying solely on written communication. This can help dyslexic employees better understand what is required and reduce the pressure to process lengthy written materials. Offering the option of audio instructions can also help.
Use Assistive Technology
Technology can play a huge role in supporting dyslexic employees. For instance, speech-to-text software can help those who struggle with writing. Tools that convert text into speech can help with reading tasks. Employers should invest in these tools and ensure their employees know how to use them effectively.
Encourage Open Communication
Leaders should foster an environment where employees feel comfortable discussing their challenges. Dyslexic employees should be able to request reasonable adjustments without fear of judgment. Open communication can help managers understand their employees’ needs and offer personalised support.
Offer Flexible Work Arrangements
Flexibility in working hours or the option to work remotely can also be beneficial for dyslexic individuals. Allowing them to work at their own pace can reduce stress and improve productivity. Offering flexible deadlines for tasks that require heavy reading or writing can also help.
Provide Regular Feedback and Training
Regular feedback is essential for all employees but can be particularly helpful for dyslexic workers. It allows them to understand where they can improve and what resources might be useful. Training for both dyslexic employees and their colleagues on understanding dyslexia can also promote a more inclusive environment.
Simplify Written Communication
Where possible, simplify written communication. Use bullet points, short paragraphs, and clear language. This helps dyslexic employees better process information and reduces the cognitive load required to understand complex texts.
Why Should Every Workplace Support Dyslexic Employees?
Dyslexic employees often bring unique strengths, such as problem-solving abilities and creativity. However, these skills are often overlooked due to the focus on their challenges. One in ten people bring a diverse perspective to the workplace for things like problem solving and creative thinking. By fostering an inclusive environment, workplaces can harness these strengths and benefit from diverse perspectives.
Supporting dyslexic employees isn’t just a matter of compliance or accommodation; it’s a smart business strategy. Diverse workplaces are often more innovative and adaptable. Creating a dyslexic-friendly environment encourages greater collaboration, problem-solving, and engagement, leading to increased overall productivity.
Wellity Training Support
This Dyslexia Awareness Week 2024, we offer sessions to support your organisations and teams.
Opening Eyes – Not All Disabilities Are Visible
Whilst some disabilities are visible, some are not immediately obvious. This session allows attendees to see through the eyes of others and reduce our unconscious bias. It will explore different types of invisible disabilities, recognise the bias and how to better support your colleagues in and out of the workplace.
Objectives:
- Understand the concept of invisible disabilities and the challenges faced by individuals with them.
- Raise awareness of common misconceptions and stereotypes related to invisible disabilities.
- Develop strategies to create an inclusive and supportive environment or people with invisible disabilities.
- Promote empathy, understanding, and accommodation.
Discrimination, Disability and Making a Difference
Discrimination arising from disability is unfortunately, very common. This session delves into discriminatory bias, specifically against certain types of disability. It raises awareness, promotes global education, and reduces stereotypes, whilst understanding the difference between sympathy and empathy.
Objectives:
- Delve into the prevalence and impact of discrimination arising from disability.
- Explore common misconceptions and stereotypes associated with types of disability. #
- Understand the difference between sympathy and empathy.
- Develop the tools to take action against discrimination and encourage an inclusive culture.
For any information on these trainings, book a meeting with our team.
