Euan Cameron argues that while acknowledging dyslexia in the workplace is a great start, employers can do more to eliminate discrimination.
An airport engineer has won the first stage of a tribunal for employment. It was determined that his employer refused to accept dyslexia.
It was disappointing for me to hear this attitude at the workplace. I am an entrepreneur who employs more than 20 employees and have struggled with dyslexia all my life.
Employers should not be able to ignore the Equality Act 2010 requirement in 2024.
Request for Adjustments
The tribunal will meet again to determine if the engineer was treated unfairly. It revolves around the training course that he had to complete.
Dyslexia wasn’t listed as a disability in the documentation for the course, and the engineer claimed that his requests for special accommodations to help him complete the course was denied.
He also asked for the text to be red and for his phone to help him with open book exams, which he referred to as a way to cope.
The severity of the engineer’s dyslexia, as well as the ability to do his job, was questioned by lawyers. They cited the fact that professionals with “high functioning” such a doctors or lawyers were not considered disabled.
The key issue is not addressed. Dyslexia can be a serious disability that no one wants. In my own case, I suffered from embarrassment and anxiety when I was younger because of my inability to read and write without thinking.
Overcoming challenges
Some of my most difficult dyslexia experiences are similar to the case described in this article.
Exams were always a nightmare. I received extra time but it was often accompanied by distractions such as the invigilators cleaning up or talking in the exam room. Sometimes, extra time was not given or it conflicted with another exam.
This was a bad example from the past when dyslexia was not fully understood.
I have learned to thrive and live despite dyslexia. It has also inspired me to work harder in the business world to make hiring more accessible and workplaces more inclusive.
People with dyslexia, like those with other physical or neurological disabilities do not seek an advantage by accommodating their needs. They are looking for an equal standing, which they usually can find.
In recent years there has been a significant improvement in the understanding and acceptance of dyslexia. Where it was once rarely discussed in educational or work settings, it is now more readily accepted.
Shifting conversation
People with dyslexia are now more open about their condition, and will even sign off on emails to explain it.
Around 10% of the UK’s population has dyslexia and one in six suffers from poor reading skills. The conversation is now centered on acceptance and support. This increased awareness has led to a more supportive environment in the workplace for people with dyslexia.
The first step is to acknowledge and support dyslexia at work. But the second is to change the workplace so that the condition no longer plays a role.
It is important to embrace alternative media such as audio and video and reduce reliance on written communication.
You can use text-to speech software to read long documents, or replace internal chat with video messages. I expect these practices to become more widespread over time.
Normalising new approaches
We don’t require candidates to submit a traditional resume in our hiring process, as we convert long-form documents to audio.
It is important to embrace alternative media such as audio and video and reduce reliance on written communication.
They submit short videos instead, which relieves the stress associated with writing CVs or cover letters.
Most books are available in multiple formats, including large print, braille, audio and written text.
This normalisation helps to reduce the stigma associated with requesting accommodations for dyslexia. It also promotes inclusivity. In the workplace, these principles also apply.
Continue to raise awareness and encourage others to take into consideration the needs of those with dyslexia. This will ensure that accommodations will become commonplace, allowing everyone to be able to participate in society equally.
I am an optimist and believe that dyslexia is not the norm. I think we’re much further along in accepting dyslexia in both society and the workplace.
It’s ultimately up to employers to take dyslexia and other disabilities seriously.
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