Dyspraxia, also known as developmental co-ordination disorder (DCD), affects how people plan and co-ordinate movement. It can also shape how someone organises their time and handles tasks with lots of steps. It is one of the less talked about forms of neurodivergence, which is exactly why Dyspraxia Awareness Week matters at work.
Below are ten practical ways to mark the week that will still be making a difference long after it ends.
A quick primer on dyspraxia at work
The NHS overview of dyspraxia in adults describes how it mainly affects movement and co-ordination, and how it can also make planning and organising time harder. In an office that might mean handwriting or fast typing takes more effort, a cluttered desk or busy space is tiring, or a long list of verbal instructions is hard to hold onto.
Dyspraxic people also bring real strengths. Many describe strong verbal skills, creative problem solving and persistence built from years of finding their own way of doing things. For a wider view of how different kinds of neurodivergence appear day to day, see our guide to how neurodiversity shows up at work.
Ten ways to celebrate Dyspraxia Awareness Week
1. Start with education
Most people know little about dyspraxia beyond the word. A short session explaining what it is, the traits people may notice and what helps will go a long way. Our Neurodiversity 101 workshop covers dyspraxia alongside ADHD, autism and dyslexia, so the learning carries over to other colleagues too.
2. Look at the physical workspace
Clear signage, uncluttered walkways and organised shared spaces reduce the effort of getting around. Ergonomic chairs, adjustable desks, alternative keyboards and mice can make a big difference for people who find fine motor tasks tiring.
3. Offer flexibility
Adjusted hours or the option to work from home can help someone avoid a stressful commute or a noisy office on days when concentration matters most. Flexibility tends to improve job satisfaction and output across the whole team.
4. Communicate clearly
Give instructions in writing as well as verbally, break bigger tasks into steps, and use visual aids where they help. Speech to text software is another simple option worth offering.
5. Make assistive technology easy to get
Dictation, mind mapping and planning tools are now cheap or built into standard software. Our article on AI as assistive technology for neurodivergent employees looks at what is available. In the UK, the government’s Access to Work scheme can help fund practical support.
6. Share what you are doing
Use the week to talk about dyspraxia with clients and partners as well as staff. With their permission, share the stories and achievements of dyspraxic colleagues to show what they bring.
7. Support a neurodiversity network
An Employee Resource Group focused on neurodiversity gives dyspraxic employees a space to share experience and suggest improvements, and gives leaders a direct line to what is and is not working.
8. Check your training materials
Offer video based learning, captions and transcripts, and documents with clear layout and plenty of space. Plenty of colleagues without dyspraxia will benefit too.
9. Recognise achievements
Celebrate the contributions of dyspraxic employees during the week and throughout the year. Recognition builds confidence and challenges outdated assumptions.
10. Ask for feedback, then act on it
Set up a simple way for people to tell you what helps and what gets in the way. Review it regularly, and show people what changed as a result. A working styles guide can help individuals put their preferences into words.
From awareness to adjustments
Awareness weeks are most useful when they lead to concrete changes. If a colleague asks for an adjustment, our article on how to decide whether an adjustment request is reasonable sets out a fair process. Many of the most effective changes cost little or nothing.
How Enna can help
We help employers turn good intentions about dyspraxia into everyday practice. Our workplace needs assessments identify the specific tools and changes an individual needs, and our Reasonable Adjustments: Putting It Into Practice workshop gives managers the confidence to agree and review them.
To talk about what would work for your organisation, book a call with our team.
