Dyslexia is a learning difference that mainly affects reading, writing and spelling, and it is common in every workforce. Dyslexia Awareness Week, run each October by the British Dyslexia Association, is a natural moment for employers to look at how well their workplace works for dyslexic people. In 2026 the week ran from 5 to 11 October with the theme “Dyslexia in real life: At work”, which says a lot about where attention is now focused.
Here are ten reasons the week deserves a place in your calendar, and what to do with each.
1. It signals that difference is welcome
Marking the week tells staff that the organisation values different ways of thinking and is serious about supporting them. Dyslexic employees who feel included are more likely to be open about what helps, which benefits them and the business.
2. It builds understanding
Many people still think of dyslexia as poor spelling. The week is a chance to explain that it can also affect processing speed, memory and organisation, and that it often comes with real strengths. Our guide to dyslexia in the workplace is a good place to point colleagues.
3. It prompts a fairer look at your processes
Use the week to review recruitment, promotion and performance processes. Timed written tests, dense application forms and heavily text based assessments can screen out capable people without anyone intending it.
4. It opens up conversations
When an organisation talks openly about dyslexia, people feel more comfortable saying what they need. Those conversations often lead to simple fixes that improve performance quickly.
5. It puts strengths on the agenda
Many dyslexic people describe strengths in creativity, problem solving and seeing the bigger picture. Celebrate those strengths, and ask how your organisation can make more use of them.
6. It is a reason to review adjustments
Check that assistive technology, flexible working and alternative formats are easy to get. Our reasonable adjustment examples for dyslexic employees give managers a practical starting list, and our free dyslexia style guide shows how to make documents easier to read.
7. It builds empathy across teams
When colleagues and managers understand the barriers dyslexic people can meet, they are quicker to adapt, whether that is sharing an agenda in advance or following up a meeting in writing. Teams work better as a result.
8. It supports retention
People who feel supported stay longer. Keeping experienced dyslexic staff saves the cost of recruiting and training replacements, and keeps their knowledge in the business.
9. It shows your values in public
Clients, candidates and investors notice how organisations treat their people. Taking part in the week, and showing what you have changed as a result, is a credible way to demonstrate your commitment.
10. It encourages others
When one organisation shares what it is doing, others follow. Talk about what you have learned with suppliers, clients and peers.
Making it count beyond one week
The week works best as a launch point. Choose one or two lasting changes, such as manager training, an adjustments review or a staff network, and report back next year. Our article on moving from awareness to action has more ideas, and our guide to supporting dyslexic employees covers the everyday practice.
How Enna can help
We help employers move from a week of awareness to a workplace that works for dyslexic people all year. Our Neurodiversity 101 workshop builds shared understanding across teams, and our workplace needs assessments give individuals tailored, practical recommendations.
If you want to plan next year’s Dyslexia Awareness Week now, book a call with our team.
