Around one in ten people has dyslexia, which means every organisation of any size employs people who are dyslexic — whether or not they have shared a diagnosis. Dyslexia Awareness Week is a good moment to think about how inclusive our workplaces really are, and to remember that many dyslexic people are highly intelligent and creative, bringing valuable strengths to a team.

Five steps towards a dyslexia-friendly workplace

  1. Review your selection processes. Make sure recruitment reflects the real requirements of the job. Timed written tests or heavily text-based tasks that aren’t essential to the role can unfairly disadvantage dyslexic candidates without telling you anything about their ability to do the work.
  2. Invest in a good induction — and treat people as individuals. A well-structured onboarding process helps everyone settle in, and taking the time to understand how someone works best pays dividends. Dyslexia affects people differently, so avoid assumptions.
  3. Arrange external support where helpful. Organisations such as the British Dyslexia Association offer guidance, and the government’s Access to Work scheme can fund practical adjustments and assistive technology.
  4. Educate managers and teams. Clear, simple communication benefits everyone. Helping managers understand dyslexia — and how to communicate in accessible ways — reduces misunderstanding and builds confidence on both sides.
  5. Address any difficulties promptly. Where tensions arise between an employee and their manager, deal with them early and constructively, involving HR and occupational health so that the right support and adjustments can be put in place.

The business case for inclusion

Creating a dyslexia-friendly workplace isn’t only the right thing to do — it’s good business. Inclusive recruitment widens your talent pool, and simple, well-chosen adjustments help dyslexic employees perform at their best. Occupational health can advise on reasonable adjustments tailored to the individual and the role, helping you support your people and meet your responsibilities as an employer.

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