How to empower dyslexic thinking in the workplace

Three in four dyslexics hide their dyslexia at work. Dyslexics have the exact skills that organisations need to move their business forward. These dyslexic thinking skills, such as creativity, innovation, communication and analytical thinking, are all highly valued in the workplace. Yet three out of four dyslexics still hide their dyslexia from their employers. So how can we empower dyslexic thinking in the workplace?

Here are four simple steps:

1 Define dyslexia as a valuable thinking skill

Dyslexic thinking is an asset to every organisation and must be defined as a valuable skill. Dyslexic thinkers can make connections across complex issues which others don’t see. They can see the big picture, rather than getting stuck in the details, and can explain complex subjects through storytelling and simplifying. Dyslexic brains solve problems in different ways, coming up with new ideas to tackle them. Changing the way we think about dyslexia and recognising the huge advantages dyslexics offer will create more inclusive and, ultimately, more successful organisations. 

2 Offer adjustments that enable dyslexic thinking to thrive

Often, even simple adjustments can make a BIG difference to empowering dyslexic thinkers. Things like getting notes/documents ahead of meetings, bullet points/summaries of long documents rather than lengthy reports, sharing information in calls/meetings rather than long emails and using a multi-sensory approach to presentations (rather than text-heavy slides). Plus, you should make technological tools widely available, such as text-to-speech software (which is often free) and project management tools to make it easier for everyone to organise their time.

3 Tailor recruitment processes for dyslexic thinking

Dyslexic thinking skills are the ‘power skills’ that the World Economic Forum says are vital for the workplace of the future. But often, recruitment processes filter out the very innovative, creative dyslexic thinkers that we need. Your organisation should publicise that you understand and empower dyslexic thinking in your organisation and include this information in your job ads and specs. Ensure that HR and hiring managers are trained to recognise it too. Don’t use lengthy text-based application forms or rely on psychometric tests as a filter. Look beyond spelling and writing errors because, as Jenny Lay-Flurrie, Chief Accessibility Officer at Microsoft says: ‘we don’t care if you can’t spell, that’s what spell check is for’.

4 Support with ERG groups and communities

Employee resource groups (ERGs) are one of the most effective ways to empower dyslexic thinking in your organisation as they provide a safe, like-minded space to voice concerns, share resources, and provide a strong advocacy voice to drive change. They also help the organisation understand and ensure their processes and practices are serving the needs of their staff. It’s clear that every organisation benefits from an ERG, both for its members and for the organisation. So, if there isn’t one in yours, start one.

Minds that can think differently will be crucial in the AI-based workplaces of tomorrow, so it’s crucial that dyslexic thinkers are empowered to thrive in every organisation.

Neurodiversity at Work: Drive Innovation, Performance and Productivity with a Neurodiverse Workforce

by Amanda Kirby & Theo Smith 

Kogan Page (2021)

Neurodiversity at Work is a practical guide that explains what neurodiversity is, why it’s important and what the benefits are. It covers how to attract, recruit and engage neurodiverse talent and provides guidance on how to adapt HR policies, processes and workplaces to ensure that all employees, including the one in five employees in the UK who are neurodiverse, can reach their full potential.

The Neurodiversity Edge: The Essential Guide to Embracing Autism, ADHD, Dyslexia, and Other Neurological Differences for Any Organization Hardcover

by Maureen Dunne 

Wiley (2024)

Renowned Oxford-trained cognitive scientist, neurodiversity expert, and business leader, Dr. Maureen Dunne presents a pioneering framework to harnessing the power of neurodiversity to navigate the most important human resources revolution in the modern era. This book is based on more than two decades of immersive cognitive science research, case studies, stories from neurodivergent voices, in-the-trenches work with hundreds of organisations from start-ups to global Fortune 500 titans, and Dr. Dunne’s own lived experiences.

The Dyslexic Edge: Unleash the Power of Thinking Differently 

by Jamie Waller, with Dr Helen Taylor

Whitefox Publishing Ltd (2024)

By delving into the lives and experiences of some of the best-known dyslexic minds worldwide, Jamie Waller and Dr Helen Taylor highlight the distinct advantage that dyslexic thinking brings. From billionaires to budding visionaries, they provide an illuminating deep-dive into the mind and creativity of the dyslexic thinker and offer actionable insights to help the reader apply these frameworks to their own success. 

A Hidden Force: Unlocking the Potential of Neurodiversity at Work

By Ed Thompson

Fast Company Press (2023)

Through his research, personal experiences, and extensive interviews with global neurodiversity experts and neurodivergent people in the workforce, Ed Thompson convincingly shows:

• Why neurodiversity has historically been overlooked by society and in business and why it’s so relevant

• Why embracing neurodiversity will help us be part of and build more innovative and effective teams

• How we can take our new understanding of the topic and neuro-inclusive principles into our everyday work and interactions