Every October, Dyslexia Awareness Week shines a spotlight on the 1 in 10 people who are dyslexic. It’s a vital moment for awareness, helping to break down myths, challenge stigma, and start conversations in workplaces, schools, and communities.

But awareness alone doesn’t change the lived experience of dyslexic employees. Too often, organisations mark the week with a social media post, only for things to return to “business as usual” once it ends.

This year, the opportunity is to do things differently. How can organisations use Dyslexia Awareness Week as a springboard for meaningful change?

Why Dyslexia Awareness Matters at Work

Dyslexia is often misunderstood as just “reading and writing difficulties.” In reality, it’s a neurological difference that affects how people process information. For some, words may blur or shift on the page. For others, spelling, sequencing, or short term memory can be challenging.

But alongside these challenges come strengths. Many dyslexic employees excel in big picture thinking, problem-solving, creativity, and spatial reasoning. With the right support, these strengths can be game changing for organisations.

Yet, research shows that many dyslexic employees still face barriers at work:

• Job descriptions that focus too heavily on spelling and grammar.

• Recruitment processes that rely on timed tests.

• Workplaces that don’t offer simple adjustments like text-to-speech tools or dyslexia-friendly fonts.

Dyslexia Awareness Week is a chance to shine a light on these barriers and to start removing them.

From Awareness to Action

Here are some practical steps organisations can take this Dyslexia Awareness Week to move from awareness to real impact:

1. Run a Dyslexia Awareness Workshop

Go beyond a social media post. Host a session for staff that covers both the challenges and strengths of dyslexia, with practical communication tips for teams and managers.

2. Review Recruitment Materials

Check whether your job descriptions are accessible. Are they full of jargon? Do they place unnecessary emphasis on spelling and written grammar? This week is a great time to trial clearer, skills-based descriptions.

3. Test Your Systems

Does your recruitment software allow for adjustments? Are your PDFs screen-reader friendly? Technical barriers are often invisible until you look for them.

4. Offer Dyslexia Friendly Tools

From text to speech software and coloured overlays to dyslexia friendly fonts like OpenDyslexic, these small adjustments can make a big difference.

5. Spotlight Stories

If employees are comfortable, sharing stories of dyslexic colleagues can help normalise the condition and highlight its strengths.

6. Update Policies and Procedures

Do your equal opportunities or inclusion policies mention neurodiversity specifically? If not, Dyslexia Awareness Week is the perfect moment to make that update.

7. Ask Employees What They Need

Run a short pulse survey to check whether employees feel supported. Anonymous feedback can reveal where adjustments are most needed.

Using the Week as a Launchpad

Awareness weeks are most powerful when they lead to lasting change. Rather than treating Dyslexia Awareness Week as a one off, consider using it as the start of a longer plan:

• October: Awareness session for staff.

• November: Manager training on supporting dyslexia.

• December: Recruitment and policy review.

• January: Roll-out of dyslexia-friendly tools and resources.

This way, awareness leads to tangible actions that employees will see and feel.

The Benefits of Acting Now

Investing in dyslexia support benefits more than just dyslexic employees:

• Clearer communication helps everyone.

• Dyslexia-friendly tools often improve accessibility for the wider workforce.

• Demonstrating inclusion strengthens employer brand and supports retention.

In short, inclusion isn’t just a compliance issue, it’s a competitive advantage.

How Enna Can Help

At Enna, we work with organisations to embed neurodiversity inclusion in meaningful, sustainable ways. For Dyslexia Awareness Week, that might mean:

• Running awareness workshops for staff or managers.

• Reviewing job descriptions and recruitment processes.

• Conducting workplace audits to identify hidden barriers.

Our goal is simple: to help organisations move from awareness into real, lasting action.

👉 Explore our neurodiversity training for managers
👉 Learn about our workplace audits

Final Thoughts

Dyslexia Awareness Week is more than a calendar event. It’s an opportunity to show dyslexic employees, and all neurodivergent colleagues, that inclusion isn’t just words on a poster. By taking practical steps, organisations can turn awareness into action and build workplaces where everyone has the tools to succeed.