6.3 million people in the UK have dyslexia - I am one of them?

Dyslexia is commonly associated with the misspelling of words, difficulties processing information, managing time, organising tasks, and trouble with short term memory. People with dyslexia often have other conditions, including dyscalculia, ADD (attention deficit disorder) and ADHD (attention deficit hyperactivity). 

Dyslexia is often referred to as a hidden disability because you cannot see the disability. But it is also hidden because the person with dyslexia is often unaware that they have dyslexia due to a lack of understanding in past education settings. Despite dyslexia being scientifically proven not to impact an individual’s intelligence, the learning difference frequently carries an unjust stigma.

There are many misconceptions people may have about dyslexia, such as that people with dyslexia aren’t smart, and this makes it hard to say, “I have dyslexia.”

Those with dyslexia are often more at risk of suffering from mental illnesses or poor well-being. This is often due to a lack of support and the stress of 'masking' — acting neurotypically to avoid negativity.

Negative experiences at school can affect many aspects of the future life of people with dyslexia, affecting their ability to be their true authentic selves in the workplace.

Some people with dyslexia have strengths such as creativity and seeing the bigger picture from employees' point of view; awareness of these strengths may benefit the organisation. 

Often what the individual needs and wants are resources and strategies to help them show their talents and maximise their skills in the workplace—making organisations neurodivergent friendly can reduce stress, staff turnover, and sick leave.

No two individuals with dyslexia will be the same, and each will be shaped by their own unique pattern of strengths and abilities, their life experiences and opportunities, their personality and finally, the unique pattern of their own dyslexia.

If we just try to support dyslexia as a condition, we are likely to be a lot less effective than if we see each person as a unique individual and provide individualised support.

Coping strategies are an essential part of confidence-building for people who are neurodivergent. Many of the strategies are equally helpful for neurotypical people. 

It should be noted that dyslexia is not a barrier to success within employment, but there are situations where it will have a significant impact and create particular challenges. 

Often the key to success in employment is ensuring that the job undertaken utilises an individual’s strengths. For many dyslexic individuals, gaining employment is seen as an escape route from formal education. It is not surprising that on-the-job training or vocational qualifications are regarded as preferable for this group.

What are the common characteristics?

• Employed in a job/position that will hide difficulties or not require dealing with problematic areas.
• Hides difficulties from co-workers, friends and even family.
• Becomes frustrated at “planning meetings” and sequential tasks – already has the answer and how to do it.
• Becomes frustrated or overwhelmed with long forms or sequential processes.
• May pass up promotions or advancement opportunities that would require more administrative work.
• Has difficulty focusing and staying on task – may feel more comfortable managing many different tasks simultaneously.
• Difficulty with tests – passing standardised tests can be a barrier to career advancement.
• They may be a perfectionist and overreact when they make a mistake.

Strengths

• Thrives in careers where visual-spatial
• Entrepreneurs, Engineers, Trades (carpentry, plumbing, electrical), Artisans, Interior Decorating, Actors, Musicians, Police/Investigation, Athletes, and Business Executives, usually with staff/assistants, leaders, and relationship managers.
• Highly successful/overachiever or considered “not working up to potential.” Either way displays an extreme work ethic.
• Out-of-the-box thinker operates with stringent rules for themselves.
• Learned best through hands-on experience, demonstrations, experimentation, observation, and visual aids.

The good news for all those who must face up to dyslexia is that we are generally individuals of higher-than-average IQ, born with inquisitive minds and a strong work ethic, who, with diligent effort, can not only learn to perform everyday tasks as well as non-dyslexics, but we can also go on to become high achievers.

Many people know about Richard Branson and Richard Rogers as famous dyslexics but may not have heard of Gary Cohn, the former CEO of Goldman Sachs, a leading global investment banking securities and investment management firm, who is also dyslexic and puts his success down to his dyslexia.

Training and raising awareness for your leaders and employees help staff look at neurodivergent strengths, not just difficulties and better understand their leadership and training impact. Simple changes and workplace adjustments can help individuals thrive and take care of those insignificant barriers and increase productivity.  

Do you recognise the characteristics in yourself? If so, follow the link below and complete the checklist for dyslexic adults designed by the British Dyslexia Association. 

Leave you with this thought. 

The UK government produced ‘The Equality Strategy – Building a Fairer Britain’. In the report, they comment on why equality matters: 

“We want a fair society where every child has the opportunity to progress as far as their talents will take them, not one in which people’s chances are driven by where they come from, how others see them, or who their parents are. We need a labour market that draws on the talents of all, not one in which people are written off because of outdated perceptions. Our democratic structures and communities are stronger and more effective if all voices are included, and everyone has the chance to shape and influence the decisions that affect them.” 

Thank you for reading 

Toni Horn Founder Think Differently Coaching