When people think of dyslexia, the immediate association is often with challenges related to reading and writing. While this is an accurate symptom, the reason for this is due to a difference in how the Dyslexia brain processes visual and auditory information. 

It is one of the most common neurodevelopmental differences, impacting around 10% of the population, and often exists alongside other Neurodivergence types such as ADHD and Dyscalculia. It changes the way an individual’s brain processes and remembers information and symptoms can manifest differently depending on how a language is written, its grammar, and its sound structure.

These symptoms can have implications across various aspects of life, particularly in environments such as school and the workplace, but this hasn’t always been the case. The challenges faced by Dyslexic individuals are a direct result of how the world of work has evolved to what we are familiar with today. So how can we look back at our past to enhance our understanding of Dyslexia and identify better ways to shape modern workplaces?

A Brief History of Dyslexia

The term “dyslexia” was first coined by German ophthalmologist Rudolf Berlin in the 1880s. At that time, the definition of dyslexia was limited to people who struggled with language-related skills—specifically reading, writing, and spelling. This early view of dyslexia painted it purely as a deficit—a failure to develop normal language abilities, without consideration of other cognitive factors.

It wasn’t until the 1990s that researchers began to realise that dyslexia wasn’t at all linked to intelligence. Studies revealed that people with dyslexia often possess average or above-average intelligence, but their brains process information in a different way. This shift marked a critical change in how dyslexia was understood—moving away from a deficit model towards a more nuanced understanding of its strengths and challenges.

From Hunter-Gatherers to the Modern Workforce

To truly grasp dyslexia, it helps to look at human history. For most of human existence, learning was based on observation and kinaesthetic (hands-on) experience. Hunters, gatherers, and early communities learned by doing, which suited the natural strengths of dyslexic individuals who excel in creative, visual-spatial, and problem-solving tasks.

However, with the Industrial Revolution in the 1700s, society’s demands shifted dramatically. The workplace became more structured, and reading, writing, and other language-based skills grew increasingly essential. As a result, dyslexic individuals found themselves navigating a world that wasn’t built for their natural ways of thinking and learning.

In modern times, this disconnect remains. The structure of most workplaces can present challenges for dyslexic people. Still, dyslexia also brings a number of strengths—particularly in creative industries, engineering, and leadership roles. In fact, some of the world’s most successful individuals have been dyslexic, including Albert Einstein, Leonardo da Vinci, and Richard Branson. Dyslexic individuals are also known to make up 40% of self-made millionaires, with many working in high-profile industries like engineering at NASA or MIT.

Understanding the Present and Future Role of Dyslexia

Much of today’s understanding of dyslexia still centres on its challenges. But if we continue to view it only as a deficit, we miss out on the unique skills and contributions dyslexic individuals bring to the table. So, how do we shift the narrative?

It starts with creating environments that align with the strengths of the dyslexic brain. Dyslexic individuals often excel in roles that require big-picture thinking, creative problem-solving, and visualisation. By understanding this, workplaces can be restructured to play to these strengths rather than focusing on the challenges dyslexic individuals face.

Making the Workplace Dyslexia-Friendly: A Cultural Shift

Building a dyslexia-friendly workplace requires intentional effort. By focusing on an individual’s strengths and making reasonable adjustments, organisations can help dyslexic employees succeed.

• Reasonable Adjustments: Small changes, like offering text-to-speech software or allowing for flexible work hours, can make a significant difference in performance. Tailoring tasks to match an individual’s strengths can help reduce the challenges they face.
• Education and Awareness: Raising awareness about dyslexia among employees and managers is crucial. A workplace culture that understands and values neurodiversity can create a more inclusive and supportive environment for everyone.
• Strengths-Based Approach: Shifting from a deficit model to a strengths-based approach means focusing on the skills dyslexic employees bring. Many are innovative thinkers who excel in roles that require creativity and visual thinking.

Research shows that workplaces that embrace individual strengths and accommodate different ways of thinking are more productive and have happier employees. These inclusive environments don’t just benefit dyslexic individuals; they improve the work experience for everyone. Creating a culture that focuses on strengths leads to more engaged and motivated employees, which in turn enhances overall performance.

Moving Forward

Dyslexia Awareness Month, held every October, is the perfect time to reflect on how we view dyslexia and other neurodivergent conditions. Are we still trapped in the mindset of deficits, or are we ready to embrace the strengths that neurodiverse individuals offer?

At Enna, we believe in workplaces that want to do better and create lasting change. Our bespoke neurodiversity training workshops help businesses take the first step towards becoming truly inclusive. If you’d like to learn more about how to make your workplace dyslexia-friendly, or if you’re interested in exploring our services, don’t hesitate to get in touch.

The future workforce should be one where every individual—regardless of how their brain works—has the opportunity to thrive. Let’s build that future together.

Hi, we’re Enna! We connect neurodivergent talent with inclusive employers, offering bespoke, expert neurodiversity training and tailored recruitment support. Want to learn how we can help you or your team? Email hello@enna.org today to find out more about our services.