Meaningful change for dyslexic employees

A research survey of 900 HR leaders and 1,500 dyslexic employees has highlighted that employers could be missing out on the power of dyslexic thinking.

The findings revealed that more than half of the HR leaders surveyed agreed that dyslexic thinking should be viewed as an asset. However, only 6% of the dyslexic thinkers surveyed thought employers recognised their unique skills, such as creative thinking and problem solving. There is clearly a large gap between what HR leaders believe and how dyslexic thinkers actually feel.

The report recommended employers consider what reasonable adjustments could be made to assist with dyslexic-friendly recruitment, for example:-

• Extra time for responses
• Quiet spaces for tests
• Asking questions as clearly as possible
• Starting an affinity group

On the face of it, these seem simple adjustments to enable employers to secure the best candidates and ensure fairness in the recruitment process.