Accommodating dyslexia in the workplace

Depending on the nature of the dyslexia and the job specification, it may take a few months before it's appropriate to review the impact that the adjustments have made.It's important to be aware that people with dyslexia will not all have the same areas of strength and weakness.The phrasing and terminology used in your recruitment ads and interview process make a significant difference to who applies and the candidate’s performance in the interview.There are numerous ways businesses can accommodate the needs of people with dyslexia when putting together job advertisements and interview processes – and in turn prevent dyslexia discrimination.An employee does not need to have had an diagnostic assessment in order to receive reasonable adjustments.It is advised that specialist advice, such as a Workplace Needs Assessment, is taken to determine the most appropriate adjustments for a particular individual.Many adjustments are just an adaptation of a way of working and may also help staff members who are not dyslexic.

Be careful not to make assumptions though; always talk to the person about their struggles first and see what they’d like to do.

Unfortunately, they are sometimes chalked up as laziness or inability, neither of which are accurate.

People with dyslexia simply need tools and strategies that are suited to the way their brain works to deliver their best work.

Reasonable adjustments are the steps taken to help an individual gain the most of their strengths and minimise the challenges that they might experience as a result of their dyslexia.

These adjustments will vary according to the needs of the employee and the job role.

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