5 Things Dyslexic Employees Wish Their Line Managers Knew
- Brainz Magazine
- Mar 19, 2024
- 4 min read
Written by: Tamzin Hall, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
As businesses emphasise diversity and inclusion, it's vital to acknowledge and address the needs of neurodivergent individuals. In this article, our focus is on dyslexia – specifically, we'll explore five things dyslexic individuals wish their line managers knew about navigating the workplace with dyslexia.
Dyslexia affects millions of people worldwide, impacting their daily lives, including their performance in the workplace. As a dyslexic individual myself, I understand the challenges firsthand and want to shed light on five crucial things dyslexic individuals wish their line managers knew.
Spelling challenges: For dyslexic individuals, spelling can be a major hurdle. Despite our best efforts, getting it right induces panic and stress. Even with spell check, our words may not always be recognised. Understanding this challenge can foster empathy and support from line managers, such as providing alternative methods for spell checking or allowing extra time for written tasks.
Reading difficulties: Text appearing jumbled on a page is a common experience for dyslexic individuals. Reading black text on white paper can be a nightmare, as our brains respond better to colour. Line managers can support us by providing documents in dyslexia-friendly formats, such as using larger fonts, coloured backgrounds, or specialised dyslexia-friendly fonts.
Memory Struggles: Memory can be a constant struggle for dyslexic individuals. Some things are simply impossible for us to remember, which can impact our performance at work. Line managers can help by providing written instructions or checklists to aid memory retention, as well as offering verbal reminders or follow-ups to ensure important information is not overlooked.
Spatial awareness challenges: Tasks like distinguishing left from right or navigating can be incredibly difficult for dyslexic individuals. This can affect our ability to follow directions or navigate physical spaces efficiently. Line managers can provide clear, verbal directions and visual aids to support us in understanding spatial concepts, as well as offering flexibility and understanding when we may need additional assistance.
Information processing time: Dyslexic individuals require ample time to process and remember information. It's like a slow walk for the little man in our brains gathering what we need. Line managers can support us by allowing extra time for tasks and assignments, avoiding rushed deadlines, and providing opportunities for breaks or time-outs when needed.
Working in a neurotypical world can have significant impacts on neurodivergent individuals, including those with dyslexia, autism, ADHD, and other neurodevelopmental differences. The neurotypical workplace often prioritises certain communication styles, organisational structures, and methods of processing information that may not align with the strengths and preferences of neurodivergent individuals. This can lead to feelings of frustration, anxiety, and exclusion, as well as challenges in navigating tasks, communication, and social interactions. Without appropriate support and accommodations, neurodivergent individuals may struggle to reach their full potential, leading to decreased job satisfaction, performance, and overall well-being. Recognising and addressing these challenges is essential for creating truly inclusive workplaces where all employees can thrive.
Supporting dyslexic and neurodivergent staff is not only a legal requirement but also crucial for fostering a truly inclusive and diverse workplace culture. By providing accommodations and understanding, businesses can unlock the full potential of their neurodivergent employees, harnessing their unique strengths, creativity, and problem-solving abilities. Embracing neurodiversity leads to increased innovation, productivity, and employee morale, contributing to overall business success. Additionally, creating an inclusive environment demonstrates a commitment to equality and social responsibility, enhancing the company's reputation and attractiveness to top talent. Ultimately, supporting dyslexic and neurodivergent staff is not just about compliance; it's about creating a workplace where everyone feels valued, respected, and empowered to succeed.
Businesses that prioritise understanding and accommodating dyslexic individuals in the workplace not only cerate a more inclusive environment but also reap the benefits of diverse perspectives and talents. If you or your organisation are seeking guidance on supporting neurodiversity in the workplace, please visit to learn more about our services and how we can help.
The Neurodiversity Academy, partnering with you to ensure your neurodivergent team members have all they need to thrive and succeed in their role, career and personal life.
Tamzin Hall, Executive Contributor Brainz Magazine
Meet Tamzin Hall, the visionary founder of the Neurodiversity Academy.
With a passion for transforming businesses into highly profitable ventures through people-centric strategies, Tamzin brings decades of invaluable experience to the table. Blending leadership, psychology, neuroscience, and her expertise in neurodiversity with sharp business acumen, Tamzin consistently achieves remarkable results.
At the core of Tamzin's approach is a commitment to work-life balance, fostering a comprehensive understanding of ourselves and others, and ensuring that employees feel not only happy but also understood and successful.
Tamzin excels in guiding leaders to cultivate extraordinary teams, with a particular focus on empowering neurodiversity and fostering high performance.
Backed by qualifications, extensive experience, and an unwavering dedication to excellence, Tamzin and her team stand ready to assist you in building exceptional teams and attaining unprecedented profits through effective management of your neurodivergent staff.
