Leadership, creativity, problem-solving and lateral thinking. All attributes which are highly valued in businesses today – and all skills associated with dyslexic thinking.
It’s been two years since LinkedIn added dyslexic thinking as an option for users to add to their profile, and around the same amount of time since dictionary.com added the term to its lexicon. Life and work are increasingly influenced by AI and automation and the need for skills that can’t be replicated or replaced by technology is becoming more vital. Most of the ‘skills for the future’ highlighted in the 2023 report by the World Economic Forum on the future of jobs align with the strengths found in dyslexic thinking. It’s time we all join the movement to recognise dyslexic thinking as a valuable skill set and dyslexic individuals as assets to any team and business.
Much attention is paid to celebrities and business leaders with dyslexia such as Richard Branson and Holly Willoughby. While it’s incredibly positive to hear high-profile people speaking publicly about their experiences and challenges, we’re here today to celebrate the power of dyslexic people in the ‘everyday’ workplace; the colleagues whose abilities to think and approach tasks and situations differently can enhance your business, and your team, in a variety of ways. Let’s take a look at the power of dyslexic thinking.
The power of dyslexic thinking
A fascinating study by Made by Dyslexia revealed dyslexic individuals often possess exceptional strengths in area crucial for creative problem-solving and innovation.
For example, 75% of dyslexics excel at visualising and interacting with space, physical concepts and new ideas. Similarly, 84% of dyslexics are above average at imagining, which allows them to give fresh spins to ideas and create innovative solutions.
When it comes to reasoning, 84% of dyslexics are highly skilled at recognising patterns, evaluating possibilities and making informed decisions. This analytical strength is complemented by their ability to connect, as 80% are exceptionally good at understanding themselves and others, empathising and influencing people around them.
Communication is another area where dyslexic thinking stands out from the crowd, with 71% of dyslexics above average at crafting clear, engaging messages. Additionally, dyslexic thinkers often exhibit strong explorational skills, with 84% showing above-average curiosity and enthusiastically pursuing new ideas.
So, how do we ensure these attributes are celebrated and promoted in the workplace and that every individual gets the support they need to thrive?
How to encourage and support dyslexic thinking in the workplace
Rather than viewing learning difficulties and neurodiversity as weaknesses, we must create environments where dyslexic people are supported and encouraged to celebrate their unique strengths and abilities. As Ben, our Global Director explains:
“I have been aware of my dyslexia from a very young age, trying to learn my school spellings with my mum and finding amazing ways to get them wrong, so much so that she thought I was deliberately winding her up! I have learnt to manage my dyslexia through various techniques including reading every single day, being very very organised with calendars/reminders, using spellcheck with everything that I write and having it proofread by others.
I genuinely think that my dyslexia has helped me to become an excellent problem solver, in learning to identify where I could be stronger and finding solutions, which helps me in all parts of my life. I’m lucky to work for a company that appreciates we all have strengths as well as areas we could be better at but at Bramwith we embrace that.”
No adult should feel the need to conceal their dyslexia or see it as a limitation that could hinder their well-being or career progression. The stigma and misconceptions surrounding dyslexia must be actively challenged. Employers must clearly communicate that they welcome and value dyslexic minds and take intentional steps to nurture and support dyslexic thinking.
Izzy, our Marketing Associate also shares:
“As someone with dyslexia, I’ve learned that what may seem like a challenge can actually be a strength in the workplace. Dyslexia has taught me to think creatively and approach problems from unique angles. It has also helped me develop collaboration skills because I’ve had to find ways to work efficiently that suit my learning style. I appreciate being part of a team that values different ways of thinking and supports me in doing my work.”
Here are a few simple, practical actions that can be implemented to promote dyslexic thinking.
- Recognise dyslexic thinking as an asset
- Help your team understand that dyslexic thinking is a valuable cognitive skill set. This includes adopting and promoting a modern understanding of dyslexia.
- Provide tools and accommodations
- Encourage your team to ask for what they need. Make sure dyslexic team members have access to resources that can enhance their performance such as assistive technology like speech-to-text software, tablets, or tools that automate tasks like scheduling.
- Encourage testing and self-awareness
- Invite employees who have dyslexia, or think they might, to take assessments that help identify their dyslexic thinking strengths. This will empower them and give managers a clearer picture of how to leverage these abilities.
- Build a culture of transparency
We write a lot about the importance of transparency in the workplace in this blog, and with good reason. Your business should offer an environment where employees feel comfortable being open about their dyslexia and where everyone can be honest about their strengths and challenges.
Adapt recruitment policies and processes
Make it clear that dyslexic thinking is a valued skill by incorporating it into job descriptions and recruitment materials. If you aren’t sure how to get this right, take a look at the BDA website.
Revise recruitment methods
Evaluate your hiring processes to ensure they don’t disadvantage dyslexic candidates. For example, online applications and psychometric assessments may exacerbate dyslexic challenges, so always include alternative ways to assess candidates’ strengths.
Offer accommodations
Ensure that dyslexic candidates and colleagues have the same opportunities by providing accommodations such as additional time, quiet spaces for tests, clear instructions and alternative formats for presenting information. Where possible, focus on creativity and ideas, not just spelling, grammar and so forth.
Learning and development processes such as benchmarking exercises which disadvantage dyslexics must be adapted to ensure each individual’s strengths are recognised. There’s more information about reasonable adjustments in the next section.
Create support groups or forums
If your dyslexic employees are keen, form groups where people can connect and share experiences. These are also great environments for giving feedback to the management team on what is working and what could be improved.
Connect with dyslexia networks
Engage with external dyslexia communities and organisations to learn best practices and keep up to date on effective strategies for supporting dyslexic employees and fostering a culture of inclusivity.
How to make reasonable adjustments
Attitudes and awareness around neurodiversity in the workplace have improved but stigma persists which, if unchecked, can result in discrimination.
Aside from actively participating in removing the stigma around dyslexia, business leaders also have legal and ethical responsibility to support dyslexic people in the workplace and to make reasonable adjustments. The BDA website has a useful hub of information for employers as well as a training program and other resources. This is essential reading for every manager and supervisor.
Reasonable adjustments can significantly improve a dyslexic employee’s working environment.
These adjustments might include:
- Offering assistive technology, like speech-to-text software
- Allowing extra time for tasks that involve reading or writing
- Using clearer, sans serif fonts in communications
- Providing options for audio instructions instead of written ones
- Moving the employee’s workspace to a quieter area or allowing flexible work from home to reduce distractions
- Reassigning tasks that may be particularly difficult for someone with dyslexia
It’s important to have open conversations with employees about what will help them thrive in the workplace. Occupational health assessments or consultations with a psychologist can also provide insights into specific accommodations that may be needed.
We hope this article has given you some ideas on how you, your team and your business can play an active role in reshaping the perception of dyslexia in the workplace. Remember, there are many excellent organisations out there to help you create supportive policies and practices. Most importantly, start by asking your dyslexic colleagues what they need to succeed and ensure your workplace recognises and values them as the incredible assets they are.
Good luck and let us know how you get on.
