Dyslexia in the workplace

We previously discussed autism in the workplace in the context of autism day. The first week of October 2023 was all about dyslexia. And just like with autism, dyslexic colleagues are an enormous added value within the team and the organisation thanks to the talents and new perspectives they contribute. These talents are often overshadowed by an overfocus on the challenges of or prejudices about people with dyslexia in the workplace, such as being lazy or stupid. Read on to discover more about this neurotype and its positive impact in the workplace.

What is dyslexia?

Dyslexia refers to a different thinking style or way of perceiving and interacting with the world. People with dyslexia process language in a different way than what is often seen as the standard, especially in the areas of reading and writing. As with other neurodivergences, every person with dyslexia has unique challenges and strengths in the workplace.

Which strengths do we often see in the workplace among dyslexic colleagues?

• They are often visual or auditory thinkers and sometimes also excel in 3D thinking, which allows them to convert and convey an overload of or complex or abstract information into clear, concrete and attractive messages, designs or formats such as video, infographics, drawings, graphs, … They also often see underlying connections or patterns that they can easily translate into something visual to make it more understandable for everyone.
• Dyslexics are often creative and good at problem-solving or thinking out of the box. This strength means they develop innovations, new visions or perspectives, unconventional ideas that distinguish the company from the competition, … In IT environments, for example, they often excel in making web design accessible and improving the user experience for everyone. Within marketing, this can involve campaigns that attract attention and are very effective or a brand story that resonates with the target group.
• Employees with dyslexia often have strong interpersonal skills and can empathise very well with others (empathy and high EQ). They, therefore, often contribute positively to the team atmosphere and dynamics. They also often excel in roles that require these skills, such as leadership, advisory or caring positions.
• They have a very strong long-term memory regarding visual information and experiences. This is useful when detailed information from a previous situation is needed to make an informed decision.
• Dyslexics often also have tenacity, resilience and perseverance. So, they are the employees who will persevere with a project or task despite some obstacles or setbacks that come their way. They will often take the first steps or provide advice towards a change with a positive impact.

What challenges do they face in the workplace today?

• Time management and awareness of time can be a challenge for some. So, having a buddy or ally who helps keep track of assignments, schedules and deadlines can be helpful.
• Employees with dyslexia can sometimes experience challenges with their short-term memory. This can lead to fear of having overlooked something (fear of failure). Therefore, send them visual or auditory reminders for previously given instructions.
• Some dyslexic employees experience difficulty decoding words, spelling and organising their thoughts on paper. This sometimes leads to frustration and a feeling of inferiority.
• Due to prejudices in job application procedures, many dyslexics work below their intelligence level. Once hired, their underestimated talents can lead to conflicts with their managers because they do more or approach it differently than expected.
• Dyslexic employees sometimes also receive comments in evaluations that they do not try hard enough or are too inaccurate, which can be very demotivating and frustrating.
• Some people with dyslexia find it difficult when they already see the solution before them and still have to explain it in detail to their colleagues to convince them. This takes a lot of energy and can cause frustration for the dyslexic colleague.

How can you best support them in the workplace as a colleague or manager?

1. Make sure the work environment is psychologically safe.
   • Maintain a zero-tolerance policy towards prejudice, (indirect) discrimination and non-inclusive language.
   • As a manager, set a good example: talk openly about neurodiversity and dyslexia.
   • Provide the team and organisation with literature and training on neurodiversity so that everyone understands the subject better.
   • Ensure that managers and the team receive the proper guidance on neurodiversity at work.
   • Communicate clearly, openly and transparently. Don’t let miscommunication and friction grow bigger, but address them immediately with the team.
2. Recognise the strengths of the employee with dyslexia and make good use of them.
3. Give the dyslexic employee the flexibility and space to organise their work as they want or consider necessary and make full use of their talents.
4. Provide reasonable accommodations that reduce individual challenges or eliminate systemic barriers, such as text-to-speech software, spelling correction software, digital recorders, anti-glare screen filters, job crafting, etc.
5. Provide a buddy who helps the employee with dyslexia with challenges such as proofreading documents…
6. Ensure that information is available in writing and visuals, video or audio.
7. Take an individual approach because every employee with dyslexia is unique and has unique talents and challenges.

How do you ensure that applicants with dyslexia do not fall by the wayside?

First and foremost, ensure that the vacancies are accessible to them. This can be done by offering the vacancy in video or audio, allowing them to apply with a video message instead of written text. And also by considering contrast and font and ensuring that the information is easily readable for text-to-speech software.

Provide an adapted and fair recruitment process so they do not fall by the wayside from the first interview. Always ask about their specific needs/wishes upfront. Be flexible to adjust the hiring process, such as extra time, customised selection tests or providing supporting tools.

Conclusion

In short, dyslexic employees are a valuable asset to any team and organisation. They can reach their full potential and be themselves at work by providing the proper guidance, support and understanding.

The listed adjustments benefit everyone in the workplace and promote collaboration, team dynamics and productivity, which leads to increased return on investment for the company.

So, let us contribute together to a neuro-inclusive working environment.