What difficulties do dyslexic individuals have when changing career path and could they end up in a job that doesn’t utilise their strengths?
Finding a new job that you love can be a huge challenge for anyone but imagine how difficult it is likely to be for someone who has challenges associated with dyslexia. There is a huge amount of advice and guidance about how to find your dream job on the internet but how much of this is dyslexia friendly and what related support and guidance has been tailored for a dyslexic audience?
Research has found that dyslexic individuals have many associated strengths, which include; creativity, good problem solving ability, lateral thinking and many more but without tailored career support, there is a risk dyslexic individuals could find themselves in a job which doesn’t utilise these. When choosing a new career we often focus on what looks exciting and interesting about the new job or career pathway but we don’t always think about what the challenges could be. This is a trap that some dyslexic individuals may also fall into which could lead to them hating a job that they thought they would love!
Whilst there are thousands of qualified Career Coaches, Careers Advisers and Recruitment Agencies that can help you create a new CV or make your interview technique slick there has, until now, been minimal tailored career support for dyslexic and other ‘neuro-divergent’ individuals. An understanding of the challenges dyslexic individuals face along with the knowledge of their highly sought after strengths in the workplace, can be hugely beneficial to those seeking careers guidance and support.
To find out more about specialist career coaching for individuals with dyslexia and other ‘neuro-divergent’ individuals please click here.
Article provided by:
Specialist Career Coach & MBTI Practitioner
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
Workplace Dyslexia & Specific Learning Difficulties―Productivity, Engagement and Well-Being
Feeling safe to take the first step has commonly been a barrier to dyslexic/neuro-divergent adults accessing the support they need within the workplace. However, a new initiative, piloted at Imperial College London earlier this year, now means there is an information & guidance conduit which is safe, professional and confidential.
For far too long adults with dyslexia and other neuro-divergent ‘conditions’ have been reluctant to speak out when they experience challenges with their work tasks. This can be due to a variety of reasons including; fear of discrimination & prejudice, the potential risk of it affecting their professional credibility as well as a lack of confidence & low self-esteem due to having tried to cope on their own for a long period of time. (Plus, many people may not realise their challenges could be associated with a ‘processing difference’ such as dyslexia, as literacy may not be a major problem for them).
The impact of not speaking to someone about their problems and not accessing appropriate support can be far-reaching, often resulting in them not achieving to their full potential …and not being able to fully utilise the strengths they may have which are associated with their ‘processing difference’. Sadly, the longer-term picture is that this can have a negative impact on overall wellbeing and, for some, it can also have a negative effect on mental health.
Whilst there are an increasing number of proactive and well-informed employers providing appropriate tailored support for their dyslexic/neuro-divergent employees, even in these workplaces there has, until now, been a vital ‘missing link’ in the chain of workplace support. A place of safety, someone they can speak to, someone who is approachable, knowledgeable & impartial … someone who has undergone a course of specialist training in order to ensure they provide accurate information and appropriate signposting.
It is now possible to have these invaluable colleagues in every type of organisation. These graduates of the Dyslexia Champions™ training & accreditation programme are volunteers who augment the organisation’s existing dyslexia/neuro-divergence support provisions and work alongside current HR processes thus helping provide a seamless, accessible process of workplace dyslexia/neuro-divergence support.
For more information please visit www.dyslexia-champions.org