TITLE:
Workplace Dyslexia & Specific Learning Difficulties—Productivity, Engagement and Well-Being
AUTHORS:
Janette Beetham, Leyla Okhai
KEYWORDS:
Dyslexia, Neuro-Divergence, Workplace, Well-Being, Productivity, Employee Engagement, Dyslexia Support, Dyslexia ChampionsTM
JOURNAL NAME:
Open Journal of Social Sciences,
Vol.5 No.6,
June
15,
2017
ABSTRACT: This study is the first of
its kind in the area of workplace dyslexia/neuro-divergence (in that it is
temporal & focuses on one employing organisation) and it aims to support
other organisations to learn and improve their businesses and their employees
experience of working within their organisations. The report documents
an ongoing temporal study of the work being undertaken at one of the world’s leading global universities to provide tailored
support to their neuro-divergent members of staff (i.e. those with dyslexia,
dyscalculia, dyspraxia & ADD/ADHD). Both qualitative and quantitative data have been collected to reflect
the impact of having a clear & “accessible” process for obtaining support
as well as having delivery which, although consistent in approach, is tailored
to meet the unique needs of the individual. Neuro-divergent “conditions” are
thought to affect approximately 18% of the population however whilst a largely
inaccurate view of the associated difficulties exists; there is also a
regrettable lack of understanding & appreciation of the strengths these
processing differences can bring to business and society. Also, many of these
individuals are either unaware that the challenges they may be experiencing are
associated with a “processing difference” or, if they do know, they can be
fearful of disclosure which, on both counts, results in many not accessing
appropriate support and therefore not reaching their full potential.
(“Individuals report fear of disclosure because of victimisation by the
employer or bullying of workmates” [1].) The longer-term impact of
not seeking appropriate tailored support can result in work performance issues
and it can have a negative impact on overall well-being (plus if not acted upon
could result in negative mental health in the longer term). The reported
outcomes from adopting the approach focused on in this study/report have been
both positive and substantial. Individuals have reported an improvement in the
following general areas; self-awareness, organisation (& work performance
generally) as well as a reported increase in self-confidence. Also, the wider
impact of this, over time, has been that these individuals have reported that
improvements have continued in all areas and there has been a general increase
in their feeling of being more “in control” of their work tasks. In addition to
this, there has been a reported substantial improvement to participants” career
well-being therefore making the current practices a “win-win” for both employees and
the wider organisation.