Dyslexia is one of the most common learning differences. It mainly affects reading, writing and spelling, and often working memory and processing speed too. It has nothing to do with intelligence, and many dyslexic people are strong big-picture thinkers, creative problem-solvers and good verbal communicators.
Most of the barriers dyslexic people meet at work come from how jobs, documents and processes are designed. Reasonable adjustments are how you change that. This article gives practical examples for the recruitment process and for the job itself.
What reasonable adjustments are
Reasonable adjustments are changes to the workplace, the way work is done or the recruitment process that remove or reduce a disadvantage someone faces because of a disability. Under the Equality Act 2010, employers in Great Britain have a duty to make them for employees and job applicants, and dyslexia will often meet the legal definition of disability. Acas has a clear guide to what counts as reasonable.
Adjustments are not special treatment. They give people a fair chance to show what they can do.
Adjustments during recruitment
For dyslexic job-seekers, barriers often appear before anyone has met them. Timed written tests, dense job adverts and application forms that cannot be saved part way through all filter out capable people. Useful adjustments include:
- Extra time for written or online assessments, or a different format such as a verbal task.
- Job adverts and instructions in plain, well-spaced text. Our guide to writing accessible job descriptions shows how.
- Interview questions shared in advance, or written down during the interview.
- Permission to use assistive technology, such as a spellchecker or text-to-speech, in tests.
If you are applying for jobs, you can ask for any of these. You do not have to share your diagnosis to ask, though it can help the employer understand what you need.
Adjustments in the job
Assistive technology
Text-to-speech, speech-to-text, mind-mapping tools and spelling support can transform how someone handles reading and writing. Many are built into Microsoft and Google tools already, and the cost of specialist software is often modest. We have rounded up apps for dyslexic employees.
Clear, accessible communication
Use plain language, short paragraphs and clear headings. Sans serif fonts, good spacing and off-white backgrounds help many readers. Our dyslexia style guide has the detail. Follow up important verbal instructions in writing, and do not rely only on long emails for anything urgent.
Time and workload
Allow extra time for tasks heavy in reading or writing, and set deadlines with that in mind. Give notice of documents that need reading before meetings so people are not processing them on the spot.
Information in more than one format
Offer training and key information as audio, video or diagrams as well as text. Record meetings or share notes afterwards.
Proofreading and checking
For documents where accuracy really matters, agree a simple checking process or access to proofreading. This takes pressure off and reduces mistakes in client-facing work.
Playing to strengths
Sometimes the best adjustment is a small change to the role itself, such as swapping a heavy minute-taking duty for something that uses a person’s strengths in problem-solving or relationships.
Regular check-ins
Needs change as roles change. A short, regular conversation about what is working keeps adjustments relevant.
Why it pays off
Adjustments for dyslexia are often low cost, and some, such as clearer documents, help everyone. They make it more likely that people stay, reduce avoidable errors and make your organisation more attractive to talented candidates who have been put off elsewhere. The British Dyslexia Association’s advice for employers is another useful starting point, and the government’s Access to Work scheme can help fund support. For a cautionary tale, read our tribunal insight on dyslexia and reasonable adjustments.
How Enna can help
If you manage a dyslexic colleague and want recommendations specific to their role, a workplace needs assessment is the quickest route to adjustments that work. Our reasonable adjustments workshop helps managers handle these conversations well.
Dyslexic and looking for your next role? Browse the Enna jobs board for inclusive employers, or sign up for job alerts so new roles come to you.
