How Dyslexic Talent Can Drive Innovation in the Workplace
With an estimated 1 in 10 individuals in the UK thought to be dyslexic, it is likely that at least one person you know or work with has dyslexia, whether they are diagnosed or not. While this neurodifference may affect a tenth of the population, misconceptions around dyslexia are still prevalent. In order to support and empower dyslexic friends, family, or colleagues, it is important to increase understanding and awareness.
What is Dyslexia?
Dyslexia is a lifelong neurodifference that affects a person's ability to read, write, and spell. Dyslexia can also affect a person's working memory, which can impact their ability to remember and process information. It is not related to intelligence, and dyslexic individuals can possess many unique skills, however, the challenges associated with dyslexia can affect an individual’s confidence when society focuses more on deficits rather than strengths.
With increased research into dyslexia, it is now better understood how dyslexic individuals process information in comparison to their neurotypical counterparts. Dyslexic individuals are often better able to recognise patterns and trends due to strong skills in processing visual information, allowing them to discover connections and solutions to problems that others may miss. They may also possess various other talents including:
Outside-the-box thinking
Verbal communication skills
Creativity
Resilience
Determination
Emotional intelligence
Spatial awareness
Lateral thinking
These skills and others are now known as 'dyslexic thinking' – with LinkedIn making strides towards improved understanding and appreciation of these talents by adding 'dyslexic thinking' as a skill users can add to their profile in 2022. Currently, Dictionary.com defines 'dyslexic thinking' as: 'an approach to problem solving, assessing information, and learning, often used by people with dyslexia, that involves pattern recognition, spatial reasoning, lateral thinking and interpersonal communication'.
The Benefits Dyslexic Talent Can Bring to Businesses
It is undeniable that individuals with these unique skills could be highly valuable to any organisation, helping to drive innovation and providing a potential competitive advantage against other businesses. However, individuals need to feel supported and empowered in the workplace in order to not only feel comfortable disclosing their dyslexia if they choose to do so, but also to fully embrace and utilise these skills. By embracing neurodiversity and learning how to support neurodivergent employees, employers can bring benefits to both their people and their business.
When looking at the impact dyslexic individuals can have on organisations and commerce as a whole, a study from Cass Business School in London found that between 20 and 40% of entrepreneurs were dyslexic. Some of the world’s greatest brands, artists, and ideas have all sprung from dyslexic minds, from Richard Branson and Steve Jobs to entertainers like Whoopi Goldberg, Cher and Orlando Bloom and athletes like Muhammad Ali and Magic Johnson.
According to research from EY, dyslexic individuals display strong capabilities in top skills that organisations need today and will continue to need for the future, including leadership and social influence, analytical thinking, active learning and problem-solving, enabling them to overcome challenges whilst bringing new ideas and innovations.
How Can You Foster Neuro-inclusion?
When looking at how to begin or develop your neuro-inclusive practices and discover how to empower dyslexic talent, organisations can support individuals by:
Creating a workplace where neurodivergent people can thrive. This could be through introducing or increasing neurodiversity awareness training via workshops, webinars or e-Learning modules.
Having a Neurodiversity Policy. This should include guidance on how to access support and what employees can receive in terms of adjustments at work.
Offering safe spaces. Neurodivergent individuals should have access to a safe space to speak up, raise concerns and seek support/guidance. This can be in the form of an ERG (employee resource group) or network.
Providing training for leaders and line managers on neurodiversity. Educating employees, especially those in management and decision-making roles is highly important. This is so they can understand the value and benefit of neurodiversity as well as ways in which they can support neurodivergent individuals at work.
Continuing to do better. Having commitment to continuously work towards neuro-inclusion is important to create psychological safety at work. Your commitment can help drive that supportive culture, allowing individuals to feel safe to speak up when things aren't going well, or they need support to fully excel in their roles. This culture also helps to maintain positive wellbeing and retain your employees.
Not only can incorporating these strategies benefit your neurodivergent employees, but by fostering an environment that removes barriers to success and provides support and adjustments for anyone who needs them, all employees benefit.
Additionally, specific support can also be offered to both existing and newly recruited employees by recognising challenges that dyslexic individuals may encounter in their roles and promptly offering solutions to support with these. Employees with dyslexia may experience challenges with certain aspects including reading, spelling and proofreading - even by making simple adjustments to a dyslexic employee's working environment, aspects such as providing alternative formats of documents or utilising text-to-speech software to help with understanding and note-taking, can help individuals to manage these challenges and feel confident in their roles.
Furthermore, assistive technology options can help to reduce the time that it can take an employee to complete tasks, allowing them to work more efficiently and meet deadlines. This will also help to boost their confidence, supporting a more positive workplace culture.
As the message of workplace neuro-inclusivity gains traction, more global organisations are starting to recognise the value in recruiting and fully empowering dyslexic employees. Don't let your organisation fall behind the competition.
Lexxic can support you in creating environments where neurodivergent talent can flourish with a range of services from neurodiversity workshops and webinars to audits of your key business areas to determine how neuro-inclusive they are, and the steps you can take to make positive changes.
Book in a chat with a member of our team today to find out more.
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