Dyslexia in the Workplace
Dyslexia at work. Understood properly.
Dyslexia is one of the most common neurodivergent conditions in the workplace and one of the most misunderstood. This page is for employees who want to understand their experience better, and for managers and organisations who want to support their teams well. We work with organisations in 33 countries. This page is for anyone, anywhere, who wants to understand dyslexia at work better.
About dyslexia
What is dyslexia?
Dyslexia is a neurodevelopmental condition that primarily affects reading, writing and spelling. It is not a measure of intelligence. It is not laziness or lack of effort. It is a different way of processing written language and it affects an estimated 1 in 10 people worldwide.
Dyslexia exists on a spectrum and presents differently in everyone. Some people struggle primarily with reading speed and accuracy. Others find spelling and written expression particularly challenging. Many develop strong coping strategies over time that mask the condition entirely, meaning dyslexia frequently goes undiagnosed well into adulthood.
Dyslexia is also strongly associated with exceptional strengths. Many of the world’s most successful entrepreneurs, innovators and creative thinkers are dyslexic. The same brain that finds written language harder often excels at seeing the bigger picture, thinking laterally and solving problems in ways others simply don’t reach.
1 in 10
people worldwide are dyslexic
40%
of self-made millionaires are estimated to be dyslexic
3x
more likely to be unemployed despite having the same capability as non-dyslexic peers
For employees and managers
How dyslexia shows up at work
Dyslexic traits can look very different from person to person. Understanding what is actually happening is the first step to getting the right support in place.
Dyslexic strengths at work often include:
Things that can feel harder in workplace settings:
Exceptional big picture thinking
Dyslexic brains naturally zoom out to see the whole rather than getting lost in the detail, making dyslexic employees highly effective at strategy, vision and spotting opportunities others miss.
Creative and lateral thinking
Processing information differently leads to genuinely original ideas. Dyslexic employees frequently find solutions and approaches that more linear thinkers simply don’t arrive at.
Strong verbal communication
Many dyslexic people develop outstanding verbal communication skills, often becoming compelling storytellers, presenters and relationship builders.
Spatial reasoning and 3D thinking
Dyslexic brains tend to excel at visualising objects, spaces and systems in three dimensions, a significant advantage in design, engineering, architecture and many creative fields.
Entrepreneurial instinct and risk appetite
Dyslexic people are significantly overrepresented among founders, CEOs and business builders. That bias toward action, innovation and calculated risk-taking drives growth in any organisation that values it.
Empathy and people intelligence
Having navigated a world not built for the way they think, dyslexic employees often bring exceptional emotional intelligence to their teams, the kind that builds trust, retains clients and holds organisations together.
Reading speed and accuracy
Processing dense documents or long emails can take more time and effort. Shorter written communication, clear formatting and the option to listen rather than read makes a significant difference to both speed and comprehension.
Spelling and written expression
Getting ideas down in writing can be harder than articulating them verbally. Access to grammar and spell-check tools, and the freedom to present ideas in different formats, removes this barrier without affecting the quality of thinking behind it.
Working memory
Holding multiple pieces of information in mind at once can be more challenging. Written agendas, follow-up summaries and clear step-by-step instructions mean nothing gets lost and everything gets done.
Processing speed under pressure
Reading, writing or responding quickly in fast-moving situations can require more effort. Given the right format and a little more time, the quality of what dyslexic employees produce is often outstanding.
Sequencing and organising written work
Structuring documents or following complex written processes can take more effort. Templates, clear examples and structured frameworks make this significantly more manageable.
Note-taking in real time
Vague instructions, implied expectations or indirect feedback can be genuinely confusing. Clear, explicit and written communication removes this barrier entirely.
For managers
Supporting a dyslexic employee
Wherever your team is based, you don’t need to be an expert in dyslexia to be a good manager of someone who has it. You just need to understand what helps.
Reduce reliance on written assessment
Don’t judge capability by spelling, writing speed or document formatting. Dyslexic employees often have exceptional verbal skills and ideas. Create space for verbal briefings, recorded responses and presentations alongside written outputs.
Give information in multiple formats
Share written instructions, agendas and key information in advance and in writing. Bullet points over dense paragraphs. Clear headers. Short sentences. These adjustments make information more accessible for dyslexic employees and most of their colleagues too.
Allow assistive technology
Text-to-speech software, speech-to-text tools, grammar checkers and screen readers can make a significant difference for some dyslexic employees. Ensure these tools are available, normalised and actively encouraged rather than treated as adjustments to be approved.
Give time and remove unnecessary pressure
Tight deadlines on written work, real-time note-taking expectations and back-to-back written tasks create disproportionate pressure for dyslexic employees. Flexibility around how and when written work is produced unlocks significantly better results.
Work with Enna
Building dyslexia-inclusive workplaces
Enna works with organisations across 33 countries, from global enterprises to fast-growing teams, to build the knowledge, culture and management practice that helps dyslexic employees and everyone else do their best work.
Training & Education
Workshops • Pathways • Leadership Training • Champions
Helping teams build awareness, confidence and practical workplace skills around neurodiversity.
Audits & Consultancy
Maturity Assessment • Policy Reviews • Consultancy • Strategy
Identifying barriers, reducing risk and helping organisations build neuroinclusive systems that actually work.
Neurodivergent Talent
Jobs Board • Inclusive Hiring • Attraction Support
Inclusive recruitment support, accessible hiring strategies and our specialist jobs board to widen your talent pool.
Ongoing Support
Workplace Needs Assessments • Coaching • Advisory Line
Hands-on specialist support for employees, managers and HR teams navigating real workplace situations.
Ready to build a neuroinclusive organisation?
Whether you’re an employee looking for answers, or an organisation building a more neuroinclusive culture, Enna can help.