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Article citations


Brunswick, N. (2012) Supporting Dyslexia Adults in Education and the Workplace. Wiley Blackwell.

has been cited by the following article:

  • 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.