From 7 to 13 October, the British Dyslexia Association (BDA) is running Dyslexia Awareness Week (#DAW24). Understanding dyslexia is a focal point of the initiative, as the organisation looks to “challenge common misconceptions”. Below, we examine the BDA’s thoughts, the effects of dyslexia at work, and measures employers can take to support employees.
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The Importance of Understanding Dyslexia in Awareness Week
Being in the midst of the BDA-run Dyslexia Awareness Week, it only seems fitting to discuss how this relates to the workplace. As mentioned, understanding dyslexia is an important aspect of the event, and with around 1 in 10 people having the condition, it’s likely to impact the workforce.
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In actual fact, the BDA estimates that 3.3 million workers in the UK are dyslexic, with many currently undiagnosed. With this in mind, it seems crucial that employers understand the condition so that their workforce can be adequately supported.
Dyslexia in the Workplace: Recognising Challenges, Unleashing Strengths
Understanding dyslexia is the first step in supporting those affected to promote an inclusive workplace. Once employers understand the condition and how it may impact employees, they can provide essential support to help individuals overcome any disadvantage.
What is Dyslexia?
According to the BDA, dyslexia is defined as a “lifelong, genetic, neurological Specific Learning Difficulty (SpLD).” This condition primarily impacts an individual’s ability to read and spell accurately and fluently.
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Although not linked to intelligence, the condition can make tasks requiring reading, writing or spelling more challenging and time-consuming. This hidden disability doesn’t discriminate and can affect individuals of all ages, ethnicities and genders.
Since those affected have difficulties with literacy, they may lack confidence and avoid tasks requiring such skills. That said, dyslexia impacts each person differently, and their specific challenges can vary widely.
Is Dyslexia a Learning Disability?
While dyslexia is defined as an SpLD, it isn’t considered a learning disability in the ‘traditional’ sense. This is because traditional learning disabilities generally encompass a range of cognitive challenges that hinder an individual’s ability to process information in multiple areas. In contrast, dyslexia specifically impacts literacy, and those affected can have average or above-average intelligence.
Despite this distinction, dyslexia presents challenges that can significantly impact the workplace. Therefore, understanding dyslexia and its effects on individual employees is essential for providing the necessary support.
What Does it Mean to be Dyslexic in the Workplace?
With an estimated 3.3 million UK workers affected by dyslexia, it’s a common condition in the workplace. Dyslexia typically leads to difficulties with reading and spelling, making literacy tasks a frequent issue. As a knock-on effect, reading and producing documents may take longer, potentially affecting deadlines and productivity.
These challenges can impact confidence, causing dyslexic employees to feel anxious in professional settings. Their struggles may also be mistaken for a lack of effort, resulting in unfair performance evaluations.
However, while dyslexia presents particular challenges, individuals with the condition usually possess unique strengths. For example, many dyslexic individuals have strong lateral thinking skills, allowing them to find innovative solutions.
Moreover, those affected often excel in visual-spatial tasks, making them well-suited for roles that require robust design or planning capabilities. Overcoming the challenges of dyslexia also makes such individuals highly resilient and adaptive. Therefore, although dyslexic employees may require workplace support, employers should see it as a priority to harness their strengths.
Understanding Dyslexia: The Legal Landscape for Employers
Another element of understanding dyslexia from an employer’s perspective involves knowing their legal obligations. Aside from the fact that supporting dyslexic employees provides several benefits, it’s also a requirement by law.
Under the Equality Act 2010, an individual is disabled if they have a substantial, long-term impairment that negatively affects their ability to carry out regular activities. Should a dyslexic employee be considered disabled under this definition, their employer would be required to take steps to protect them from disability discrimination and implement necessary, reasonable adjustments.
An employer’s HR support for dyslexic employees could be vital in stamping out discrimination. Should a report of discrimination arise, HR must take it seriously and act appropriately. As for the obligation concerning reasonable adjustments, a dyslexic support policy could prove useful. This may guide those affected on where to seek help and provide senior employees with the tools to assist.
If an employer fails in its legal duty to a dyslexic employee, it could open itself to court action. Among other things, the employee could bring discrimination or failure to make reasonable adjustments claims. Should the employee succeed, an employment tribunal may order the employer to pay compensation. Therefore, understanding dyslexia and the associated legal responsibilities is essential.
Just to make employers extra aware of the potential legal consequences, here are some real-life examples:
- Mr R J Bryce v Sentry Consulting Limited – Here, Mr Bryce, a security guard with dyslexia, requested to arrive to work 15-20 minutes late due to difficulties reading his alarm clock. Sentry Consulting denied the request and ceased offering him shifts. The tribunal ruled that the company discriminated against him by failing to make reasonable adjustments. They emphasised that his condition affected time management and that flexible hours should have been trialled. A remedy hearing was then scheduled.
- Ms R Jandu v Marks and Spencer Plc – In this case, Ms Jandu, a dyslexic employee, claimed that M&S failed to make reasonable adjustments, such as colour-coded emails and shorter messages. During a redundancy process, her dyslexia-related needs were not adequately considered, leading to her dismissal. The tribunal ruled in her favour, awarding over £50,000 in compensation for unfair dismissal and disability discrimination.
The Benefits of Promoting Inclusivity
Although we previously touched on the value of understanding dyslexia and supporting dyslexic employees, promoting an inclusive workplace shouldn’t be overlooked. In addition to avoiding legal repercussions, employers can enjoy a host of benefits.
Generally speaking, inclusivity fosters a sense of belonging, which boosts morale. It also encourages diverse teams, strengthening collaboration and influencing enhanced productivity. Combined, this may produce a happy workplace culture, where turnover rates are reduced, and talent is easier to attract.
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Yet, the benefits can be specific to dyslexic employees. An inclusive workplace might involve tailoring support to each individual’s needs, and, as mentioned, those with dyslexia hold distinct talents. Once the boundaries to work have been overcome, they may be able to look at business problems from a unique angle and offer innovative solutions. This could help the business navigate past issues that were once thought unsolvable and push it to become a pioneer in its field.
Embracing Awareness: Understanding Dyslexia During Awareness Week
Dyslexia Awareness Week serves as a crucial reminder of the importance of understanding dyslexia at work and supporting those affected. With so many workers dealing with the SpLD’s challenges daily, employers must create inclusive environments that enable them to thrive. As we reflect on the insights shared this week, let’s commit to challenging misconceptions about dyslexia and championing inclusivity in our workplaces.
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