Dyslexia is a common learning difference that mainly affects reading, writing and spelling, and can also affect working memory, processing speed and organisation. Dyslexic employees often bring strong problem solving, creativity and big picture thinking. The job of a good employer is to remove the barriers that stop those strengths showing.
Below are fourteen practical ways to do that. Most cost little, and many will help the rest of your team too. For background on how dyslexia shapes the way people process information, see our article on the differences in a dyslexic brain.
Build understanding
1. Raise awareness across the organisation
Start with education. Training helps colleagues understand what dyslexia is and how it can show up at work, which reduces stigma and makes people more willing to adapt. Our guide to dyslexia in the workplace is a good primer to share.
2. Make it safe to talk about
Create a culture where dyslexic employees feel comfortable sharing what they need, with or without a formal diagnosis. Colleagues who are patient and open make that far easier.
3. Support a neurodiversity network
Employee Resource Groups focused on neurodiversity give dyslexic employees a place to connect, share experience and push for practical improvements.
Change how work is set and shared
4. Communicate clearly
Keep written instructions concise and to the point, and avoid unnecessary jargon. Follow up verbal briefings with a short written summary, and send agendas and papers in advance so people have time to read them.
5. Offer alternative formats
Provide information and training in audio, video or visual formats as well as text. Many dyslexic people take in information more easily this way, and offering a choice gives everyone equal access.
6. Use dyslexia friendly formatting
Clear layout makes a big difference. The British Dyslexia Association’s Dyslexia Style Guide recommends sans serif fonts such as Arial, Verdana or Comic Sans, with clear headings and plenty of white space. Our own dyslexia style guide turns this into practical steps for workplace documents.
7. Adapt training and development
Break complex topics into shorter modules, allow extra time to absorb new material, and use hands on learning where you can.
Provide the right tools
8. Invest in assistive technology
Text to speech, speech recognition and screen readers can transform how someone handles reading and writing. Make sure people know the tools exist and have time to learn them. Our article on AI as assistive technology covers newer options, and the government’s Access to Work scheme can help with costs.
9. Support planning and time management
Calendars, task lists and reminder apps help, especially in roles with lots of competing deadlines. Regular check ins with a manager to agree priorities often help even more.
10. Offer proofreading support
For high stakes or highly visible documents, access to a colleague or professional proofreader can remove a lot of pressure.
11. Allow flexibility
Adjustable hours, remote working or compressed weeks can help people manage energy and workload, and give them a quieter environment for reading heavy tasks.
Manage for strengths
12. Hold regular check ins
Regular one to ones give dyslexic employees space to raise barriers, review adjustments and share progress. Feedback should be specific and tailored to the person.
13. Recognise strengths
Notice and use what dyslexic employees do well, whether that is creative thinking, problem solving or strong visual reasoning. Recognition builds confidence and helps teams put talent where it counts.
14. Write accessibility into policy
Make sure your policies require company materials and systems to meet accessibility standards such as the Web Content Accessibility Guidelines (WCAG). That benefits everyone, not just dyslexic staff.
Good support is good business
Supporting dyslexic employees is partly about meeting your legal duties to make reasonable adjustments. More than that, it is about getting the best from people whose way of thinking can give your organisation an edge. For a ready made list of ideas, see our reasonable adjustment examples for dyslexic employees.
How Enna can help
When you need to know exactly what will help a particular person, our workplace needs assessments give clear, tailored recommendations. For line managers, our Supporting and Managing Neurodivergent Employees workshop builds the confidence to have good conversations and agree adjustments.
To discuss support for your dyslexic employees, book a call with our team.
