A recently published briefing paper states that UK productivity is ‘in stagnation’ and has been so for a period of 10 years. Although the root of this is varied and complex, I would suggest that if workplace support for neuro-divergent individuals were to be available in all workplaces this could potentially have a positive multifaceted impact. The briefing paper, Productivity in the UK, July 2017 states this reported ‘stagnation’ has puzzled economists and the following theories are listed within this paper to try to help explain the situation: • falling productivity in the oil and gas, and financial sectors; • weakness in investment that has reduced the quality of equipment employees are working with; • the banking crisis leading to a lack of lending to more productive firms; • employees within firms being moved to less productive roles; • slowing rates of innovation and discovery; • an ageing population; • inaccuracies in the data. However, as also stated in the paper none of these is sufficient on its own to explain entirely what has happened. For obvious reasons, everyone concerned is keen to be able to predict when the weakness in productivity growth will come to an end and how this might best be brought about. Although this post may be seen to be taking a simplistic approach toward increasing productivity, I believe it is important to firstly look at this on a ‘grass roots’ / micro level – from the perspective of the individual employee. In particular, it would appear there is a dearth of information available about the missed opportunity of increasing the engagement and productivity of neuro-divergent individuals by ensuring they can access appropriate support within the workplace. (We are potentially looking at 1 in 7 people). A dyslexic employee after accessing support: ‘I am completing and achieving more …..I am prioritising better and am more efficient at completing tasks to deadlines.’ Of course, there are numerous reasons why some individuals may be underproductive including lack of training, health, appropriateness of the work environment, poor management, smoking breaks, inefficient systems etc. However, by ensuring those with dyslexia, dyscalculia and other neuro-divergent ‘conditions’ feel safe to access appropriate support this could be a ‘win-win’ for everyone concerned regardless of these factors - plus these individuals could help bring about positive change in these areas listed. The benefits of providing this type of support are many-fold in that an increased number of these individuals will become more able & more likely to utilise their widely acknowledged atypical problem-solving skills, creativity and innovative thinking which could help organisations with new products & services as well as them being more successful & productive at a macro level. ‘It has helped me build relationships and identify strategies for dealing with delivery of multiple projects’. As there is an ongoing drive towards encouraging people to take up STEM (science, technology, engineering & maths) in education & careers (all of which are subjects known to have a ‘pull-factor’ for neuro-divergent individuals) by providing support and informing individuals that organisations are dyslexia/’neurodivergence’-friendly may aid recruitment into the sector. Unfortunately, there is still a lack of understanding about dyslexia and co-occurring neuro-divergent conditions which has meant that the subject has largely been overlooked in relation to the workplace – with most of the focus being on children & education. However, there are currently an increasing number of enlightened organisations providing a streamlined process of support for their neuro-divergent employees and viewing this as an important opportunity.
It is suggested that this is a subject which should now be taken seriously and would ideally be included within the list of focus areas for increasing UK productivity. If we review this list from the briefing paper above, we can pull out at least two areas which this has some relevance (in addition to increased individual productivity) and these are; inaccuracies in data & slowing rates of innovation and discovery. Recent work with staff at a globally recognised university (which has a speciality in STEM and business subjects) has shown that providing an accessible process of support to neuro-divergent staff can increase engagement and improve individual productivity - as well it having a positive impact on career wellbeing. If you would like to find out more about this you can find the full research paper here: Vol.05 No.06(2017), Article ID:76910,23 pages 10.4236/jss.2017.56007 Workplace Dyslexia & Specific Learning Difficulties―Productivity, Engagement and Well-Being An increasing number of forward-thinking organisations are taking a pro-active approach to neurodiversity in the workplace. 7 reasons why embracing and supporting 'neurodiversity' is good for business:
If you have a member of staff who is under-performing have you considered whether it could be their 'processing differences' rather than their ability which is holding them back? Would you like to find out more about how to ensure managers and HR can take the most appropriate steps to improve workplace performance? If we can be of assistance to you please contact us. Regards, Janette Janette Beetham MIC, FRSA Director - Right Resources Limited When we return to work having had a break from our work tasks, it can become all too apparent that we have work tasks that we cope less well with....and we may even have deferred doing these until after the holidays!? If this is you then this article may be of interest. First of all I would suggest you ask yourself why this task (or the tasks) are causing you problems? If you simply don't like the task - then I'm afraid that isn't really anything anyone else can help you with, however if the task is something you actually struggle to do there could be a number of reasons for this including: 1. Lack of appropriate training / induction. 2. The training may not have been delivered in a way that was 'accessible' to you. 3. The work 'micro' environment may not be conducive to undertaking this type of task. 4. The 'tools' you have been given may not be 'accessible'. 5. You may know or suspect you have a learning challenge or 'processing difference' (dyslexia, dyscalculia, dyspraxia, ADD/ADHD or Aspergers Syndrome). (It is important to remember that we are all different....and as a consequence we may need things tailored slightly to fit our individual needs). Whether the reason for your struggle is due to something on the list above, or something else entirely, there is quite often increased anxiety associated with these challenging tasks and in the longer term, work related stress can result... unless we seek help and get appropriate guidance and support. Unfortunately most people resist asking for help with their work tasks because they fear this will be seen as a weakness and a risk that people will question their suitability for their role. In my experience it is only those who feel confident, supported and secure in their job who actually ask for support in this 'pro-active' way - and this is extremely rare. Sadly, the majority of those who are struggling tend to delay seeking help and it is only when their poor performance has been noticed or when they experience problems with their mental health - that they then see no alternative but to ask for help! The 3 important steps to overcoming challenges with work tasks are:
1. Self Awareness Do you really know or understand why you experience challenges with certain work tasks? 2. Strategies Do you know what the very best coping strategies (and tools) are for You to successfully complete these tasks in a timely manner? 3. Confidence Based on your own self awareness (of your strengths and weaknesses) and using the most appropriate coping strategies for You to undertake these work tasks do you feel confident in your ability to complete the task to the highest possible standards? When we can answer YES to all of these we are then best placed to complete work tasks efficiently and feel confident in our ability - thus increasing our chances of positive work related outcomes - including career progression. If you are struggling with your work tasks and have concerns about asking for help in your place of work do contact us and we will be happy to answer your questions in confidence. Right Resources Limited.... the Foundation for better working Embracing Neuro-diversity * Encouraging 'accessibility' * Untapping Potential Janette Beetham MIC FRSA Whether an employee should inform their employer or not about a Specific Learning Difficulty (such as dyslexia and dyscalculia) should be a simple and straight forward question to answer - ‘yes’. However, due to the lack of comprehensive understanding of these ‘processing differences’ across the employment sphere and the tendency for dyslexic individuals to not want to draw attention to themselves, the answer to this particular question is extremely subjective. Many dyslexic individuals describe themselves as feeling they’ve always have had to work harder than their peers – saying they’ve simply kept their heads down and tried their utmost to ‘keep up’. Thus for many ‘grit’, determination and hard work tends to be part of their recipe for success. However, for many of them this is also accompanied by poor self-concept, low self esteem and confidence issues. Therefore talking to someone about any challenges and ‘opening up’ about being in need of help may not sit easily with them. Whilst the problems they are having may themselves be stressful, the thought of disclosure can be the cause of extreme anxiety – which can actually make their work challenges even worse. Sadly, this means that often in cases where dyslexic employees are experiencing problems coping with their work tasks and time management, the first time dyslexia is openly discussed is when formal performance procedures have been actioned. It should be noted that employers in the United Kingdom have a legal obligation to provide reasonable adjustments (Equality Act 2010) and these individuals should have specialist help available to them. However, whether to actually disclose has to be a personal choice because many employers are still unaware of their legal obligations with regards to dyslexic individuals! Telling your employer means that you should be able to receive appropriate support (that is a right and not a privilege) and disclosure can help avoid the misunderstandings that lead to formal procedures. Attitudes towards dyslexia and specific learning difficulties vary depending upon the level of awareness within the organisation, the corporate culture, procedures and the awareness and personal experience of line managers and supervisors. Consequently, each individual dyslexic person will need to make decisions on how best to approach their own employer. Doing some initial ground work on how the organisation has worked with dyslexic employees previously should help to ensure you approach any future dyslexia focused conversations in the way you feel you will get the best outcome. Janette Janette Beetham BA Hons., MIC., FRSA |