From Stigma to Superpower: Embracing Dyslexia in the Workplace

As a parent of two daughters with dyslexia, I’ve seen firsthand the challenges, and the strengths that come with this neurodiverse condition. My daughters have faced frustrating responses, for example when one asked for support at college with an essay the tutor said, “You can spell, so you’re fine,” not realising that she was using spellcheck to navigate a world that wasn’t built with her brain in mind. But I’ve also seen incredible resilience and creativity.  

One of my proudest moments recently was watching my eldest daughter graduate with a BA (hons) degree in Graphic and Media Design, a field where her dyslexic thinking can really shine. I’ve also heard a friend’s daughter once describe dyslexia as her superpower, as she felt it was her source of creativity and insight that made her unique. 

These experiences shape how I view dyslexia, especially in the workplace. As someone who works in HR, I believe it’s time we move beyond accommodation and toward celebration, recognising dyslexia not as a deficit, but as a different way of thinking that can bring immense value to our organisations.  

So, what is Dyslexia? 

Dyslexia is a neurological difference that primarily affects reading, writing, and spelling. It’s not a reflection of intelligence or capability. In fact, many people with dyslexia are highly intelligent and possess exceptional strengths in areas like problem-solving, spatial reasoning, and creative thinking. 

It’s estimated that around 10% of the population is dyslexic, yet it often goes unrecognised or misunderstood, especially in professional environments where written communication and fast processing are prized. 

Fascinating Facts 

• In 1896, Dr. W. Pringle Morgan in Sussex described a bright 14-year-old boy who struggled to read marking one of the earliest recognitions of dyslexia in the UK. 
• The World Economic Forum and other global organisations now recognise “dyslexic thinking” as a valuable skill especially in creativity, reasoning, and innovation. 
• If one or both parents have dyslexia, their children are more likely to develop the condition.  

Dyslexia in the Workplace 

For employees with dyslexia, whilst every experience is subtly different, the workplace can present unique challenges, including: 

• Difficulty with written instructions or documentation 
• Slower reading or processing speed 
• Struggles with spelling, grammar, or note-taking 
• Memory and organisational challenges 

But these challenges don’t define the individual. Many dyslexic employees excel in: 

• Big-picture thinking 
• Creative problem-solving 
• Empathy and emotional intelligence 
• Innovation and design 

Dyslexia and the Equality Act 2010 

The Equality Act 2010 protects individuals from discrimination in the workplace and beyond. It covers nine protected characteristics, including disability. 

Dyslexia may be considered a disability under the Act if it has a substantial and long-term negative impact on a person’s ability to carry out everyday tasks. Because dyslexia is lifelong and can significantly affect daily functioning, it often meets this threshold, though each case is assessed individually. 

If dyslexia is considered a disability under the Act, the employee is legally entitled to reasonable adjustments at work. 

What Are Reasonable Adjustments? 

Reasonable adjustments are changes that help remove barriers and support employees to perform at their best. These might include: 

• Flexible working hours or patterns 
• Adjusted duties or responsibilities 
• Assistive technology or support tools 
• Changes to the physical workspace 

Employers have a legal duty to make these adjustments when they know, or should reasonably know, an employee has a disability and is disadvantaged as a result. 

Beyond Compliance: Why Support Matters 

Even if dyslexia doesn’t meet the legal definition of disability, supporting neurodivergent employees is simply good practice.  

Inclusive workplaces benefit from: 

• Greater creativity, problem-solving and innovation 
• Improve employee confidence, engagement and retention 
• Stronger team performance 
• A culture of psychological safety and inclusion 

Making Adjustments Work 

To implement effective support, employers will need to: 

• Identify the need – through disclosure or observation 
• Talk to the employee – understand their needs and preferences 
• Seek expert advice – from Occupational Health if needed 
• Assess what’s reasonable – balancing cost, impact and effectiveness 
• Monitor and review regularly – to ensure adjustments are effective 

Tip: Tools like coloured overlays, mind-mapping software, or even fidget items like Tangle toys can help dyslexic individuals focus. It’s not a distraction, it’s a strategy. 

Occupational Health and Dyslexia:  

Occupational Health (OH) can play a vital role in supporting employees with dyslexia. They help by: 

• Assessing impact – evaluating how dyslexia affects job performance and recommending a Workplace Needs Assessment if needed. 
• Facilitating communication – acting as a neutral party between employee and employer to agree on adjustments. 
• Raising awareness – suggesting training for managers on neurodiversity and inclusive practices. 

Practical Ways Employers Can Support Dyslexic Employees 

Creating an inclusive workplace for dyslexic employees isn’t just about compliance, it’s about unlocking potential. Here are some practical ways to support neurodiverse talent: 

1. Foster Inclusive Communication 

• Use clear, concise language. 
• Offer verbal instructions alongside written ones. 
• Avoid jargon and overly complex documents. 

2. Embrace Assistive Technology 

• Tools like speech-to-text, Grammarly, and screen readers can make a huge difference. 
• Encourage employees to use spellcheck and grammar tools, as their productivity aids. There are other tools available that are aimed specifically at dyslexia. 

3. Offer Flexibility 

• Allow alternative ways to present work (e.g., verbal reports, visual presentations). 
• Be open to flexible deadlines or working styles. 

4. Educate and Raise Awareness 

• Provide training on neurodiversity for managers and teams. 
• Challenge misconceptions, like the idea that spelling ability equals literacy or intelligence. 

5. Focus on Strengths 

• Identify and nurture the unique talents of dyslexic employees. 
• Create opportunities that align with their strengths in creativity, strategy, or innovation. 

Changing the Narrative – From Accommodation to Celebration 

I’ve seen the stigma and misunderstanding for my daughters throughout their education. But they’ve also shown resilience, creativity, and brilliance. The thought that dyslexia could also be a superpower, shows how powerful reframing can be. What if we saw dyslexia not as something to fix, but as something to value? 

Supporting employees with dyslexia isn’t just about removing barriers, it’s about recognising and celebrating difference. It’s about creating workplaces where everyone can thrive, not just survive. 

We need to move beyond the outdated idea that dyslexia is just about ‘bad spelling’ to embracing the tools, the talents, and the perspectives that dyslexic individuals bring. Because when we do, we don’t just support them, we strengthen our organisations.