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Understanding Dyslexia

ACPOHE Conference

May 2014

Facilitator: Gill Gilworth

1


What this training will cover:

1. Understanding/ defining Dyslexia

– common challenges

2. Other (related) Specific Learning Difficulties

3. Employers’ legal responsibilities & the Equality Act

4. Dyslexia in the workplace

– What to look for

– Becoming more dyslexia friendly

– Examples of reasonable adjustments

2


Understanding/Defining dyslexia

The word 'dyslexia' comes from the Greek and

literally means difficulty with words

There is not a single definition of dyslexia but there

is widespread agreement that dyslexia is primarily a

difference in the way in which the brain processes

information

Dyslexia is termed as a Specific Learning Difficulty

or Difference (SpLD)

10 – 15 % of the population may be affected by

dyslexia, about 4 - 6% are severely affected

3


4

True or false?

Dyslexia often runs in families, children with dyslexia

will frequently have a dyslexic parent

Dyslexic people have below average intelligence

Dyslexia can affect orientation (for example

distinguishing right from left and following

directions)

An estimated 50% of the prison population are

dyslexic

Dyslexia rarely occurs on its own, it is often

associated with other similar conditions like AD(H)D


5

Common challenges faced by dyslexics

difficulty with phonological processing, i.e. processing

the sounds of language

difficulty with visual processing

challenges with short-term memory/working memory

difficulty with sequencing

challenges with orientation (for example distinguishing

right from left)

poor time management and issues with organisation


Scotopic Sensitivity

this visual problem is also known as “Meares/Irlen

syndrome” or Visual Stress

difficulty certain people (not just dyslexics) have with

glare from the page and other issues such as:

– words moving or dropping off the page

– illusions of colour within the text

– patterns appearing (described as worms/rivers)

– sensitivity to bright lights (especially fluorescent)

– difficulty looking at a computer screen

– migranes/headaches

6


The ‘swirl effect’ – as reported in the Guardian newspaper 17th October 1995

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8

Dyslexic’s strengths:

Dyslexics think in a different way to people without

dyslexia, and don’t process and respond to

information the same way

This can make them more creative thinkers and also

makes people with dyslexia good problem solvers

In addition dyslexics often have good empathy with

other people

Dyslexics are often entrepreneurs


Famous Dyslexics:

Albert Einstein

Leonardo da Vinci

Walt Disney

Pablo Picasso

Sir Winston Churchill

Richard Branson

1 study found 18% of top entrepreneurs are dyslexic

9


Other SpLD

Dyslexics often (but not always) have co-morbiditiy

with other Specific Learning Difficulties (SpLD), all

relate to different ways of thinking/processing

It is not always recognised that conditions like

ADHD and Dyspraxia are enduring conditions and

related challenges can continue into adulthood

10


Associated SpLD1

Dyspraxia: a developmental co-ordination disorder

characterised by difficulty in planning smooth movements.

This leads to clumsiness and lack of co-ordination. Fine

movements/dexterity can be affected impacting on

handwriting and keyboard/mouse skills

Dyscalculia: difficulty in learning or comprehending

arithmetic common issues include difficulty in understanding

numbers, learning how to manipulate numbers and learning

maths facts (e.g times tables)

11


Associated SpLD 2

Attention deficit hyperactivity disorder: a neurobehavioral disorder characterised by either significant

difficulties of inattention or hyperactivity and impulsiveness or

a combination of the two. Adults with ADHD may also have

antisocial, depressive, and anxiety disorders

Autistic spectrum disorder: characterised by difficulties

with social interaction - being unaware of what's socially

appropriate. In severe cases may have little or no

communication. People with autism may find it very difficult to

relate to others; those with Asperger syndrome are more likely

to want to develop social contacts, but find mixing difficult.

The cause of autistic spectrum disorders is not yet clear, there

is probably a genetic link. 12


Dyslexia awareness exercise

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The Equality Act and Dyslexia

In the Equality Act disability is one of 9 'protected

characteristics.'

Under the Act a person has a disability if he/she has a physical

or mental impairment which has a substantial and long-term

adverse effect on their ability to carry out normal day-to-day

activities (this includes their customary work).

Further guidance issued by the Office for Disability specifically

includes dyslexia and dyspraxia as impairments from which a

disability can arise.

This means that people with dyslexia or dyspraxia should find it

easier to satisfy an employment tribunal that they are 'disabled'

under the Act and are therefore protected from discrimination.

14


Reasonable adjustments

Under the Equality Act Employers are required to

make 'reasonable adjustments ' to jobs and

workplaces for disabled workers

This is to ensure disabled people have equal

opportunities in applying for and staying in work

15


Employers’ responsibilities

Employers have responsibility to ensure that their

employment practices do not disadvantage

dyslexics in:

– recruitment procedures

– during induction

– training and development programmes

– appraisals/performance assessments

– and by ensuring that any difficulties/challenges

an individual experiences are not a bar to

promotion

16


Dyslexia in the workplace (1)

There is a growing awareness of dyslexia and other

learning difficulties in the workplace

Raised awareness and the possibility of support has

led to more employees diagnosed with dyslexia, (or

who think that they might be dyslexic), coming

forward for assessment and workplace adjustments

The more dyslexia-aware and dyslexia-friendly an

organisation is the fewer adjustments are likely to be

necessary for individuals

Measures which will support staff with dyslexia should

also benefit all other staff and customers

17


Dyslexia in the workplace (2)

Much of the research into dyslexia has been

completed in the last 20 years

There are many adults that are aware that they

have difficulties and face challenges in the

workplace but do not always know if they are

dyslexic or have a related SpLD

Younger employees may have had a comprehensive

diagnostic assessment or dyslexia screening whilst

at school or in higher education

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Dyslexia diagnosis/ screening/ assessment

Unlike long-term health conditions and most

disability related issues covered by the Equality Act

the formal diagnosis of dyslexia is not undertaken

by the NHS

Therefore the cost of dyslexia screening or

diagnosis is often met by individuals themselves or

their employers

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What to look out for

Do you or any of your employees…

have poor organisational and time management

skills?

experience difficulties with written work and/or

numeracy?

have difficulty remembering instructions?

experience difficulties prioritising workloads?

have poor short-term memory?

tend to lose the thread of a conversation?

20


Becoming more dyslexia friendly

An informed culture in the workplace will ensure

that any dyslexic employees are confident to talk

about their challenges and seek support thus

ensuring that they reach their full potential and are

fully productive at work

A dyslexic-friendly approach can be beneficial in

improved staff motivation and loyalty, to reduce

stress, staff turnover and sickness absence

A dyslexic-friendly approach can help to avoid

inappropriate disciplinary action

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Examples of reasonable adjustments: 1. Organisational

Write and speak in plain English

Always give clear, explicit instructions

Make instructions and procedures available in spoken and

written forms (e.g. speech followed by a confirming email)

Use a dyslexia-friendly house style for all written materials

(sans serif font, avoid underlining and italics and avoid text in

block capitals, bold is better for emphasis)

Construct simple, clear, colour-coded filing systems

Make available quiet places to work, with natural daylight

Appropriately-trained, supportive managers and colleagues

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Examples of reasonable adjustments: 2.Individual

Technological aids:

– use spelling and grammar checkers

– Specialist software e.g. for proofreading; mind

mapping software, voice recognition

Digital voice recorder, voicemail

Learning to touch type where appropriate

Workplace support from a qualified dyslexia tutor

e.g. to help develop strategies for organisation,

time-keeping, memory, planning skills and

confidence-building

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Visual Stress:

Coloured filters placed over the page can reduce

the glare

Computer users will usually benefit from changing

the background screen colour

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Summary

Dyslexia is primarily a difference in the way in which the brain processes information

This can manifest as a number of different challenges, everyone with dyslexia will be affected in a different way

Dyslexics will thrive in an open workplace where there are confident in disclosing their issues and colleagues understand and support them

There are lots of adjustments and support that can help individuals with dyslexia and other SpLD to flourish at work

Organisations can also make a number of changes to be more ‘dyslexia friendly’ for their employees and customers

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