When we are offered the opportunity to present ourselves at a job interview our minds can go into 'overdrive' with all sorts of questions coming into our heads. The excitement and sudden adrenaline rush can of course work in our favour to encourage us to consider all possible questions that might come up in the interview. However for a dyslexic person even the thought of attending an interview can cause extreme anxiety. For people with specific learning difficulties there are a whole host of additional issues related to their disability or learning difference. If these additional questions and concerns are not worked through carefully beforehand this could seriously affect the outcome of this potentially valuable meeting. I would suggest the following questions DO need to be considered by the dyslexic interviewee;
So now let's look at these and consider how best to proceed: Q1. What does this company know about dyslexia and specific learning difficulties? It should not be taken for granted that the organisation actually understands dyslexia and specific learning difficulties - even if you have volunteered this information to them pre. interview. Whilst dyslexia (mild, moderate or severe) is covered under the Equality Act 2010 the changes in legislation related to dyslexia are still only relatively new. Unfortunately many people still think dyslexia is simply about weaknesses with literacy and numeracy. If the company carry the 'two ticks' symbol you will know they have a positive attitude towards disability - however it still does not necessarily mean they really understand dyslexia and specific learning difficulties. However, if the company has the British Dyslexia Association's Dyslexia Friendly Quality Mark then you can be reassured the organisation IS 'dyslexia friendly' as this accreditation looks at the internal processes of the organisation as well as staff awareness. However, I believe we need to manage your expectations here ..... whilst an increasing number of organisations are showing an interest in this accreditation there are currently only a few trail blazer employers who hold this at the present time. Q2. How can I ensure the interview panel know that my dyslexia comes with strengths as well as challenges? To ensure you have the opportunity to really showcase your dyslexia-related strengths which may include; problem solving, big picture thinking, creativity, determination, being innovative and having good verbal communication skills I would suggest you reflect on situations when these have helped you in your previous jobs etc. These examples make things 'real' and as you are recalling things you have actually experienced yourself you should be able to recall them fairly easily even in an interview situation. If you can imagine yourself in the position of the potential line manager, or one of the other people interviewing you, you will understand the importance of highlighting all the 'good stuff' and ensuring they understand that with coping strategies in place you can be a valuable asset to the organisation. (If you were a line manager would you been keen to employ someone who you think is going to be a problem?). This is your opportunity to really sell yourself! Q3. How can I talk about reasonable adjustments and ensure this is received positively? If you visit the Department of Work and Pensions website when you first start looking for new jobs and certainly before an interview you can apply to see if you would qualify for the Access to Work Scheme. By contacting them and making a formal application you will find out whether you will be able to have a Worplace Needs Assessment when you get offered a job. (As dyslexia is recognised as a disability this is covered by the DWP Access to Work Scheme and although they say each application is decided on a 'case by case' basis at the present time most dyslexic applicants are able to qualify). If you do get a positive response - you can print off a letter from Department of Work and Pensions stating that you qualify and you can take this along to your interview. If you've had a Workplace Needs Assessment in the past you can explain how it works to those interviewing you - as this may be completely new to some people on the panel. If this is going to be your first Workplace Needs Assessment - I suggest you just do your homework on it so you can explain it with confidence. One thing the employer will be keen to know is that if a Workplace Needs Assessment is arranged in the first 4 weeks of employment through Access to Work then DWP will usually cover the costs of majority of the recommended reasonable adjustments. Doing your research on the organisation, their disability policy and their disability related accreditations can give you a good 'baseline' from which to prepare for your interview. Remember there will probably be at least one person on the interview panel who doesn't fully understand dyslexia - so consider how you can inform them in a way that is helpful to them and to you. Having 'to hand' the names of famous dyslexic people could be useful in your conversations - especially if they are famous for something related to the type of work you are applying for. Also, whilst they will be interested to hear about how your dyslexic-strengths and your coping strategies that have helped in the workplace in the past, if you are coming direct from education I would suggest you have a think about how these have been useful in your studies or in your leisure activities etc. All of the things covered here should help reduce anxiety and help you to perform at your best in the interview. Low self esteem and confidence issues so often go 'hand in hand' with dyslexia and specific learning difficulties and it is hoped that this article will be useful in reducing pre interview stress and help you perform at your best for a successful outcome at interview. Good luck .....and please let us know if you have found this helpful. Janette Janette Beetham BA Hons., MIC., FRSA Workplace Dyslexia Consultant, Trainer & Coach If we are to achieve a richer culture, rich in contrasting values, we must recognize the whole gamut of human potentialities, and so we are a less arbitrary social fabric, one in which each human gift will find a fitting place. (Margaret Mead, 1935). Neuro-diversity - is a concept where neurological differences are to be recognized and respected just as any other human variation yet I believe many organisations still have a long way to go in terms of creating a more 'accessible' neuro-diverse workplace culture. Many of those who 'think differently', more particularly those who are 'labeled' with Dyspraxia, Dyslexia, Attention Deficit Hyperactivity Disorder, Asperges and Dyscalculia are still struggling within the workplace and prejudice & misconceptions still abound. These given 'labels' simply mean these individuals have 'different ways of thinking' and these labels should certainly not become or be considered as barriers to learning or career progression. Regrettably many individuals with these learning differences have received little appropriate support whilst in education, which could be said to be partly due to our lack of any real understanding of neuro-diversity until fairly recent times. (These Learning Differences are also referred to as 'Specific Learning Difficulties' and these are classified as 'protected characteristics' under the Equality Act 2010). In light of this lack of understanding in education in the past and in many workplaces in the present, it is most likely that many of these individuals are not currently able to work to their true potential, which could account for quite a considerable unseen cost for business. These individuals generally have different processing styles and when they have effective coping strategies in place they often display some amazing strengths .... which remain for many, mostly untapped !! A vanguard of enlightened organisations are already realizing that some of their most innovative staff are those who historically have been perceived as 'under performers'. A more positive, 'accessible' neuro-diverse workplace culture ....the pathway to more successful business? Sadly, 'playing the dyslexia card' is a term I've heard on countless occasions in my work supporting adults with learning differences ...... and regardless of how many times I hear it, it still shocks me. I always wonder what the person really knows about dyslexia to make them react in this way towards someone who may be having a really difficult time coping with their day to day tasks. I would like to think that if they really knew how it can affect people's lives they would think twice about using such a cruel and insensitive term. Sadly, once again today I've heard this term used and this has 'sparked' the writing of this post. If someone suddenly says they think they may be dyslexic it should be taken seriously. Just because a person has been seen to cope OK in the past it doesn't necessarily mean they have 'come up with' being dyslexic to cover themselves for poor performance. Managers and colleagues who do not understand dyslexia and the associated learning challenges may indeed see the individual as 'slacking' and using dyslexia as an excuse. However, in my experience, this unfortunate term tends to be used by those who are blinkered in their thinking and really have no idea what dyslexia actually is. Contrary to what many people may think dyslexia is not simply about difficulties with reading & writing. It can affect these individuals in almost everything they do, day to day, throughout their lives. The dyslexic individual may not actually know how it affects them as this is simply part of who they are. For many people the first sign of them actually experiencing dyslexia associated challenges (or to put it more plainly, having a learning difference) is when they have changes to their job role, their work processes or a change in management. These types of changes put additional demands on short term memory and working memory (which are common problem areas for those with Specific Learning Differences) resulting in them having to put in more time and effort to try to stay 'on top' of their workload. Sadly, without specialist guidance and support from their organisations in acquiring this, individuals can feel increasingly anxious and for many stress is the outcome. Regardless of whether a manager or colleague is empathetic or not (which one would hope they would be) organisations should definitely take the matter seriously. A few simple adjustments can make a world of difference and in many cases individuals who receive appropriate support and guidance go on to lead very successful and rewarding lives. Raising awareness of dyslexia and other learning differences is increasingly being seen as a priority by those businesses who want to tap into the recognized advantages associated with being more accessible organisations. In the UK dyslexia is considered to be a 'protected characteristic' under the Equality Act 2010. Which means that if organisations fail to consider dyslexia as a cause of performance problems and do not put in place 'reasonable adjustments' they could be in serious trouble. (Using this 'pointed stick' example is of course not the ideal ....but for some organisations this will be the only way they will change their actions). Dyslexia affects around 15% of the population overall. Dyslexia does not discriminate, it can be present in any family. It has no bearing on a person's overall ability, gender, ethnicity or language. Low self esteem and confidence issues are common challenges for those with learning differences ........and for many this will have come from less than positive past experiences in education or in the workplace. People who are supposedly 'playing the dyslexia card' can be at any level in an organisation. Having worked with people employed at all levels (and those running their own businesses) across all sectors, I know that people everywhere and anywhere are at risk of being stereotyped in this way. Raising awareness of dyslexia and guiding people to understand and embrace learning differences (and neurodiversity) overall is so important. Just as we are all individuals with our own unique qualities, the same can be said of our brains and the sooner we appreciate this the better it will be. Please share this if you feel it will be useful in raising awareness of learning difference in the workplace and help get rid of the 'dyslexia card' once and for all. |