1. Dyslexia
Dyslexia is often regarded simply as a difficulty
with reading, but in fact reading difficulties are generally associated with underlying
cognitive deficits, i.e., weaknesses in areas such as: short-term memory, phonological
processing, information processing, perceptual, spatial and motor skills. Weaknesses
in these areas can impair acquisition of literacy (and sometimes numeracy) skills.
The literacy difficulties may be severe and obvious, or they may be more subtle,
manifesting themselves in general slowness rather than inaccuracy in tasks involving
written English.
2. Dyspraxia
Three of the cognitive weaknesses mentioned above
- in perceptual, spatial and motor skills - are sometimes grouped together separately
under the label 'dyspraxia'. If these difficulties are severe, they may need to
be treated separately from the dyslexic difficulties (e.g., by an optometrist,
physiotherapist or perception therapist). While dyspraxic difficulties are nearly
always associated with dyslexic difficulties, the converse is not necessarily
the case.
3. Emotions
By the time a dyslexic person reaches adulthood he/she will have been struggling
for many years with their difficulties - difficulties which may never have been
recognized or understood. In such cases the original difficulties are likely to
be bound up with a constellation of unpleasant - and perhaps debilitating - emotions:
anger, confusion, embarrassment, anxiety, depression. Confidence and self-esteem
will also be low.
4. Workplace difficulties
The dyslexic difficulties outlined above lead
to a myriad inefficiencies in the workplace. Among the problems most often reported
are: following written and spoken instructions; remembering and recording telephone
numbers, messages and the content of meetings; filing and looking up entries in
directories; dealing with maps, charts and tables; finding one's way in strange,
and even familiar surroundings; writing memos, letters and reports; presentation
of written work or figures; keying on a word processor or calculator; formulating
one's own thoughts rapidly enough to take part in discussions; keeping track of
appointments and meetings; scheduling work and meeting deadlines.
5. Interaction with colleagues
An 'undiagnosed'
dyslexic is a mystery not only to him/herself, but also to those for whom, and
with whom, he/she works. The dyslexic employee may be withdrawn and seem unwilling
to pull his/her weight, or he/she may be oversensitive and aggressive. Altogether
such an employee is difficult to 'place': he/she seems ambitious to progress in
his/her career but is constantly hindered by inefficiency and a baffling inertia.
6. Assessment
A psychological assessment should include the following components:
(a) the taking of a detailed educational/occupational
history;
(b) a comprehensive assessment
of cognitive abilities (the WAIS-III UK is the test of choice);
(c) assessment and detailed analysis of literacy and phonological processing skills,
including some
timed tests of reading;
(d) a consideration of emotional problems related
to the dyslexic difficulties;
(e) analysis
of the way in which all of the above relate to the client's difficulties at work.
7. Tuition / training
Training programs need to be broad, to cover all aspects of an individual's difficulties.
The assessment program should include help with: basic literacy skills, work-related
reading and writing, memory and comprehension, perceptual/spatial skills, work
organization, efficient work methods for specific tasks, oral interaction and
dealing with emotions.
8. How employers
can help
Employers could help their dyslexic
staff by: giving advance notice of tasks whenever possible; offering help and
support with new or difficult tasks; being available to provide guidance when
necessary; presenting complex written instructions in flow charts; tape recording
important instructions; encouraging the employee to repeat instructions and messages;
offering help with prioritizing and organizing the workload; not talking too fast;
providing the equipment and materials to make work easier (e.g., colored paper,
text-to-speech software, voice dictation systems); providing a quiet workspace;
showing approval and giving praise when appropriate; and avoiding harsh criticisms
or careless remarks that could undermine confidence.
9. Positive aspects of dyslexic difficulties
Dyslexic people who try to succeed in their work despite their difficulties know
the meaning of hard work, long hours and determination. They have a 'grit' which
earns the respect of any employer who has some understanding of dyslexia. Further,
the fact they are not in the general mould of analytical thinking may mean that
they develop other, more holistic ways of dealing with workplace tasks. Many dyslexics
excel, for instance, in lateral thinking, they are creative and innovative, and
are aware of links and associations that may escape the more linear thinker; they
often have good powers of visualization, excellent practical skills, and an untaught
intuitive understanding of how systems work.
10. Disability Discrimination Act (DDA) in the UK
If a dyslexic person's difficulties are severe enough to impede his/her efficiency
in certain aspects of a job that, in terms of knowledge and qualifications, he/she
is competent to do, then he/she may be covered by the Act. In this case care would
need to be taken that a dyslexic person was not unfairly disadvantaged in such
things as filling in application forms, interviews, proficiency tests, terms of
employment, promotion, transfer or training opportunities, benefits, dismissal
or redundancy. Also, the employer would be obliged to make 'reasonable adjustments'
to reduce or remove any substantial disadvantage caused to a dyslexic person by
any of the employment arrangements in force.
11. Further reading
Employers Forum Briefing
Paper 6: a practical guide to Employment Adjustments for People with Dyslexia.
Available from Employers Forum on Disability, 020 7403 3020.
Dyslexia in the Workplace by D. Bartlett and S. Moody. London: Whurr.
Living with Dyspraxia edited by J. Peterson. Dyspraxia
Foundation.
April
2000
Dr. S. Moody
Sylvia Moody
works with dyslexic adults in North London, UK, and is co-author of ‘Dyslexia in the Workplace’,
published by Whurr.
Whurr
Publishers
This
book at Amazon.com
This
book at Amazon.co.uk