Work is changing. The working world of even just a decade ago is virtually unrecognisable, and when it comes to dyslexia-friendly workplaces and supporting neurodivergent minds in the workplace, we're making great headway. The job is a large one, and certainly not done yet, but it's important to reflect on the positive change we've made in the space of just a few short years.
That being said, there's still a lot to do.
Businesses all over the world are getting to grips with new ways of working and thinking, and although there's the argument that yes, all work should have been accessible from the beginning, accessibility changes don't always appear as the obvious moves we think they are in the global dyslexia community. Work is largely designed for neurotypical minds, and we're still at the beginning of that paradigm shift from neurotypically designed to neuro-inclusive working - and a lot of employers still need help in identifying what it is that they need to change and do.
That's why training and guidance are so important. It allows the experts to show us the way and make the work experience better for everybody, and it's how we create change that's tailored for the people we need to support. But whilst expert guidance needs to be front and centre in how we tackle the idea of creating an accessible workplace, there are still a number of key tenets that we can hold to as employers, thought leaders and professionals that have the power to garner great positive change when we apply them.
Dyslexia-Friendly Workplaces: Donna's Top 10 Tips for Inclusive Working
- Listen to colleagues who wish to share their experiences: they are our best experts. If you know one person with dyslexia, you know one person with dyslexia… everyone is an individual, and the experience can differ quite dramatically between person to person.
- Language matters. The words we use about dyslexia can really make an impact. Be aware you're not using ableist language: some people aren't so comfortable with dyslexia being referred to as anything like 'reading difficulties' and prefer the term 'reading differences', for example. Also be aware you're not slipping into judgmental language and saying things like 'suffers from dyslexia' (who are you to say who's suffering?) - these might just feel like regular phrases that you haven't really thought about in depth, but they belong in the past - we know how to appreciate neurodivergent minds now and need to adapt our language accordingly.
- There can be so many super powers associated with dyslexia, so playing to colleagues’ strengths is therefore a great way to get the best out of everyone - listen when people tell you what they're good at. Off-the-resume skills are huge in 2022, and we need to start opening up the floor to neurodivergent colleagues more in terms of creative, management and interpersonal opportunities in the workplace.
- Don’t forget some colleagues may not wish to disclose their neurodiverse differences. We should never ask or put pressure on anyone to self-disclose. Disclosure of neurodiverse differences must always be a personal choice, but always be open to chat about it when they do - a friendly ear is the beginning of a great working relationship and a more accessible day-to-day.
- Communication – be aware that colleagues may have a preferred style of communicating, with a preferred font, coloured background, et cetera. The British Dyslexia Association’s style guide is a great place to find out more: The Dyslexia-Friendly Style Guide
- Time is often the most important Reasonable Adjustment we can provide, try to work constructively with colleagues when deadlines are negotiated. If someone asks for longer on a project, then they need longer on the project - they're saying it to ensure that work gets done to the highest quality and the best of their ability, not because they want to drag their feet on it.
- Be aware that for some colleagues with dyslexia, there will be challenges around working memory, processing and organisation, it’s great practice to figure out what practical adjustments can be put in place to support these issues.
- Encouraging Dyslexia Allies. It is always a great idea that colleagues who are very open and confident in their own dyslexia to volunteer to be an ally or champion for other colleagues - never force the issue, but open it up as a possibility you'd love to see happen. Advocacy is the backbone of positive change, and not everybody is confident talking about their dyslexia- but these voices still need to be heard when they're asking for support.
- Don’t forget about dyslexia – checking in with those we manage who live with dyslexia is important, we need to ensure colleagues have all they need and that any Reasonable Adjustments are still working. Roles change and people change: we need to make sure that support is functional, constant and able to adapt.
- Don’t forget dyslexia can often co-occur with other neurodiverse differences too, so it is important to acknowledge these differences and respect the whole, wonderfully diverse person we are lucky enough to work with!