Accommodating dyslexia in the workplace Free video chatrooms in costa rica
The exception to the above points is when the candidate is required to proof without tools, e.g. In this situation it is a genuine occupational qualification to require someone without literacy difficulties.
If a candidate takes the test with all the adjustments provided and still falls short of the business’ required standards, it’s acceptable to decide they are not suitable for the role.
Plus, having multiple options for accessing information can even benefit those without dyslexia.
You can find out more about reasonable adjustments in the workplace section of this guide.
One of the most prominent and well known effects of dyslexia is a weakness in literacy skills. Dyslexia often affects a person’s memory, ability to process, store, and recall information, and their organisational skills or awareness of time.
Because these challenges are not visually apparent – making dyslexia a ‘hidden’ disability – they’re easy to overlook.
In accordance with the Equality Act 2010, it’s illegal to refuse any reasonable request, such as proofreading software.
There are numerous ways businesses can accommodate the needs of people with dyslexia when putting together job advertisements and interview processes – and in turn prevent dyslexia discrimination.
This process will help to identify job and training requirements that are likely to be the most successful in mitigating any areas of difficulty.
Implementing reasonable adjustments will not be an overnight remedy.
If team members appear to struggle with an element of their job and you suspect it could be linked to dyslexia, you can make reasonable accommodations to help with those challenges, such as assistive software.
Be careful not to make assumptions though; always talk to the person about their struggles first and see what they’d like to do.