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? ‘In 2012 there were almost 30 milllion people at work in the UK. Therefore, 3 million of these will be affected by dyslexia’. (Malpas, 2012). 1. There will be dyslexic employees in every workplace
Although there is currently much discussion and debate over whether 'dyslexia' actually exists there is no doubt that the underlying challenges of dyslexia do exist !! The dyslexia iceberg diagram shows the types of challenges faced by 'literate dyslexic' individuals 24/7 and without appropriate guidance and effective coping strategies these challenges can affect their work performance. Dyslexia affects between 10 – 15% of the population – the effects of which can range from mild to severe. Many people do not actually know they are dyslexic – however they are likely to experience challenges with day to day tasks especially when there are changes to their workload or when heavy demands are put upon their short term memory and working memory. Online job applications can be particularly challenging for those with dyslexia and other associated 'learning differences' and the article below, which appeared in the Guardian, relates to this. http://careers.theguardian.com/online-job-applications-dyslexia-challenges For those who are interested in 'good practice' in relation to job applications (and therefore helping to increase 'accessibility' in the workplace) please see the guidance below from the British Dyslexia Association: Application Forms (from the British Dyslexia Association's Code of Practice for Employers) • Filling in forms: handwriting and spelling difficulties may cause excellent candidates to present less than their true potential, and fall at the first hurdle. Application forms should be made available in alternative formats, such as online or by email attachment. Typed CV's should be accepted as an alternative to handwritten forms. • Employers should not insist on handwritten covering letters: a typed letter with hand written signature should suffice. • Forms should be designed in a dyslexia friendly format. www.bdadyslexia.org.uk Being 'dyslexia friendly' means you open up the talent pool - and by so doing it encourages applications from a greater cross section of applicants. Anyone can have a preferred method of job application regardless of whether dyslexic or not. 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. |