Dignity at Work - Hidden disabilities in the workplace
Everyone looks different!
We know this and value our individuality. We even respect that people have different opinions and views to those of our own. However, we rarely stop to comprehend that we are all so unique that we will inevitably work in different ways too. At least 10% of the population have a Specific Learning Difficulty which means they will work in a completely unique way. It doesn‘t mean that they cannot do something, simply that they will process the information and task in their own personal style.
What is a Specific Learning Difficulty (SpLD)? Under this one heading we refer to dyslexia, dyspraxia, dysphasia, dyscalculia and dysgraphia. Dyslexia is the term most associated with these areas of difficulty.
The British Dyslexia Association describes dyslexia as "a specific learning difficulty that mainly affects the development of literacy and language related skills". It is likely to be present at birth and lifelong in its effects.
It is characterised by difficulties with phonological processing, rapid naming, working memory, processing speed and the automatic development of skills that may not match up to an individual‘s other cognitive abilities.
Dyslexia (and SpLD‘s) are covered under the Disability Discrimination Act which means that employers are required to make reasonable adjustments and accommodations to support an individual with dyslexia in the workplace. But don‘t panic, many of these adjustments are simple and easy to accomplish. In fact, they are often good practice for all of your staff and may make the workplace a better environment for everyone. It makes good economic sense to invest in your workforce to maximise on return.
Every dyslexic person is different. They may find difficulty in:
- organising themselves
- being on time (or always being very early to compensate!)
- remembering details, lists or facts (or lots of instructions)
- achieving clear written expression
- spelling
- filing
However, they may be very good at:
- strategic thinking
- seeing the big picture
- communicating ideas
- people skills
- and being determined to find solutions to problems
Making adjustments
Many people will know about their dyslexia and disclose the information with ease, perhaps at interview or induction stage of employment. Once it has been disclosed, the employer is expected to make ‗reasonable adjustments‘.
They should be able to produce an assessment, either from a psychologist or specialist tutor. Often the individual will be able to tell you exactly what they will need to assist them on a daily basis. This could be anything from a little extra time on some information processing tasks or IT solutions such as Text to Speech technology. You may also discover that someone does not know they are dyslexic and it comes to light during their term of employment. In this instance, you should work with the individual to arrange an assessment and consider what changes are required to support them.
The individual also has a responsibility to engage with your support and the changes you are making. It is very much a two way process and often the dyslexic individual will identify creative and substantial solutions. Financial assistance is available from the Access to Work scheme, administered through Job Centre Plus. What can you do? Considering that 10% of the workforce will be dyslexic in some form or other, it is a good idea to ensure that everyone is aware of what dyslexia is and how it can impact on the individual and the organisation. Specialist training for key personnel can be very useful.
Many individuals may find it difficult to focus on text in order to read. Dyslexic people often have to work harder to read, it may not come as naturally to them as it might to others. The consequence of this is that they may experience eye strain, headaches or excessive tiredness when expected to read and decode lots of text.
Here are some simple things to consider to make adjustments to be helpful:
- ensure all communication is in size 12 font or above
- use Arial or Comic Sans font for comfort
- change the colour of paper used in the office to a cream or off white
- change the background settings of PC‘s to ensure comfort
- use lower case rather than capitals
- use bold to highlight
- keep lines left justified with a ragged right edge
- use bullets or numbers rather than continuous prose.
- write in short simple sentences
- encourage use of alternative note or report writing styles, e.g. mind maps, flow charts
The way in which text is written can have an impact on the reader. Long and complicated sentences can be difficult for the reader to navigate and comprehend.
Other changes include:
- using daily planners
- stablishing good personal and work related goals, with time frames
- encourage use of deadlines
- positioning desks to reduce distractions
- working flexitime to allow individuals to work when they are at their best
- use pro-formas for gathering information
- use colour for filing and prioritising tasks.
Further reading
McLoughlin, D., Leather, C., and Stringer, P (2002) The Adult Dyslexia: Interventions and Outcomes. London: Whurr.
Contacts
Independent Dyslexia Consultants
Phone 0207 383 3724 / email info@dyslexia-idc.org
The British Dyslexia Association
www.bda.org.uk