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The BDA estimates around 10% of the UK population has some form of dyslexia, though many don’t have a formal diagnosis. This means North West SMEs are highly likely to employ people who experience challenges with everyday tasks. Access to an outsourced HR service can be invaluable for Manchester and Cheshire businesses managing diverse teams.
Imagine what work life would be like if you struggled with aspects of reading, writing, memory and concentration. Having dyslexia can be frustrating, limiting and overwhelming, more so if your manager and colleagues don’t understand the condition. Employers and managers need to know what dyslexia is, how it might show up at work, and how to remove obstacles to support colleagues. In this article we explain what dyslexia is, how people may experience it, and how best to support employees to make your workplace inclusive and welcoming to all.
What is dyslexia?
Dyslexia is a neurological difference. The Delphi definition of dyslexia is ‘a set of processing difficulties that affect the acquisition of reading and spelling’. But there’s much more to it than challenges with reading and writing.
Dyslexia affects the way our brain processes and retains information. Dyslexic people may have difficulty remembering things they have seen or heard. It can also affect an individual’s organisational skills and coordination, which may have a significant impact on life at work.
Dyslexia is a neurodiversity commonly associated with autism and is classed as a disability under the Equality Act 2010. Though typically diagnosed in childhood (and often genetic), it is not uncommon to struggle with dyslexia into your adult years, which can present challenges in the workplace.
How might dyslexia affect people at work?
Dyslexia comes with varying degrees of severity. How one person experiences dyslexia will be different from the next. Common forms of dyslexia affect reading and writing skills, but it may also affect a person’s communication, organisation and concentration.
General signs managers should look out for include:
Difficulty processing information: someone might take longer or find it more challenging to read and understand information.
Persistent spelling errors: and/or confusion using grammar and punctuation.
Challenges with written tasks: such as writing reports, responding to emails, or completing performance review documentation.
Memory loss: forgetting conversations, missing a deadline or meeting.
Loss of focus: losing concentration, especially after long periods using a screen.
Low self-esteem: particularly if someone has been struggling since childhood with no formal diagnosis.
Personal organisation: difficulties with time management and prioritising tasks.
Anxiety: frustration over tasks they find challenging.
Avoidance: leaving tasks they know they will find challenging
In general, people with dyslexia will find some tasks very easy and others more difficult. People may also experience dyscalculia - difficulty processing numbers. Left unsupported, the combination of challenges may lead to stress, anxiety, overwhelm and eventual burnout.
What to do if you think a team member may have dyslexia
If you notice persistent signs that someone in your team may require additional support, the best thing to do is talk to them and share what you have noticed about their performance. Ask if they are experiencing challenges and if they would like your help to improve their experience at work.
As a manager, you should not diagnose, make assumptions, or push anyone towards taking an assessment. We recommend simply listening with a view to understanding the problem and finding ways to improve the situation.
If your discussion veers towards the subject of dyslexia, you may judge whether it is appropriate to suggest an online test. Signposting help (such as an Employee Assistance Programme) and information and materials may also be useful.
What if they have received a dyslexia diagnosis?
When an employee reveals a formal dyslexia diagnosis, but has not told anyone at work, this changes the conversation. At this stage, and only if they are willing to discuss it further, you can ask about their experiences and offer additional support and adjustments. Remember, they have a legal right to keep their condition private if they prefer.
Getting a formal dyslexia diagnosis
If someone in your team asks for your help to obtain a dyslexia diagnosis, there are two options:
Online screening tests, such as this one from the charity Made By Dyslexia. This is not a formal diagnosis, but the results may provide motivation to apply for a full assessment, and/or confirm personal belief.
Full diagnostic assessments are carried out by a qualified assessor and may lead to a formal diagnosis. They are designed to assess the severity of symptoms and can help in recommending reasonable adjustments in the workplace.
There may be a long wait for a full diagnostic assessment and the process can be lengthy. Some people may decide to self-identify as dyslexic after completing an online test. In this case, they would still be legally protected and entitled to reasonable adjustments at work.
Not everyone who receives a dyslexia diagnosis will want to share it with their colleagues. As their manager, you must respect their wishes. Contact our HR Advice Line for expertise when you need it most.
How to support dyslexic employees in your team
With the right support, the skills and strengths of dyslexic employees can flourish. Every SME has a legal responsibility to make reasonable adjustments and remove barriers to improve an employee’s experience at work. Remember, there’s no one-size-fits-all approach here. Each individual has their own experience. The first thing you should do is listen.
Listen and understand their experience
Remove distractions, turn off your phone and really listen with the intention of understanding. Put yourself in their position and ask what would help improve their ways of working and make life easier at work. Be sensitive and considerate, remember everyone experiences dyslexia in their own way, and it is a protected characteristic under UK law.
Our Introduction to Disability Awareness e-learning module explains the different types of disability and how UK legislation protects individuals. Download our e-learning catalogue to learn more.
Here are some things you can do to support dyslexic employees, according to specific areas of challenge.
Clear communication
When briefing your team, follow up verbal instructions with written or audio notes. Keep written instructions short to help with reading and focus.
Switch to a more accessible font and font size to assist with reading emails and other documents.
Reading
Print on coloured paper, provide coloured reading filters, and/or adjust screen background colours to meet individual needs.
Pick out the key messages when sharing written documents - bold or highlight in colour, depending on what works best for the individual.
Send voicenotes as an alternative to written emails.
Consider different formats for training materials, e.g. video, infographics, podcasts, audio versions.
Writing
Provide speech to text software for written assignments, such as completing performance reviews.
Encourage the use of spelling and grammar tools to check for errors.
Allow extra time for writing tasks where someone has difficulty processing their thoughts and getting them down on paper/screen.
Tinted notebooks may aid writing and recollection.
Organisation
Encourage use of an electronic diary with shared access, so you can maintain oversight.
Set alarm reminders for tasks.
Use colour-coding to organise workspaces and equipment.
Ensure the whole team keeps areas organised and always puts things back where they found them.
Provide instructions verbally or by voice note over email or text message.
Use online checklists to help with planning and achieving deadlines.
Concentration
Avoid tasks that require long periods of screen time.
Encourage employees to take regular breaks.
Provide anti-glare screen filters.
Set a good variety of tasks and activities to avoid loss of focus and concentration
Check the individual’s understanding after sharing detailed and/or important information.
Dyslexic employees’ strengths in the workplace
According to research by Made By Dyslexia, the UK has an £86.8 billion gap in untapped dyslexic thinking potential. Common strengths of dyslexic people include reasoning, creative/visual thinking, curiosity, and connecting with others. Specific skills such as the ability to spot patterns and applying lateral thinking and reasoning to problems can be used to great effect, helping to take small businesses to the next level. 84% of dyslexic people have an above average imagination, making them excellent at creative and visualisation tasks. 8 in 10 dyslexic people are good at creating human connections. This includes self-awareness, influencing and empathising with others.
Understanding the unique strengths of a team member with dyslexia will help you to identify how they can add most value in the workplace, and which tasks they may find a challenge. Every employee is valuable in the workplace and diverse, inclusive teams can achieve great things.
The importance of manager training
Research shows only 30% of people with dyslexia feel empowered at work. This highlights the critical role of manager training in removing stigma, supporting employees, and educating teams about dyslexia and dyslexic thinking.
Every line manager needs to understand the basics of company policy, legislation and their role and responsibilities around supporting neurodiverse colleagues, such as people with dyslexia. They need to know about employee rights and reasonable adjustments to prevent discrimination and build an inclusive workplace. Managers should know how to spot when someone might need extra support, with a personalised approach based on employee need. They also need to have a good awareness of the tools and technology available to assist employees with dyslexia.
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