Dyslexia in the Workplace. Jacqui Flisher - Dip.RSA. SpLD APC (Patoss). SpLD TPC (Patoss) 14 th May 2013

Transcription

1 Dyslexia in the Workplace Jacqui Flisher - Dip.RSA. SpLD APC (Patoss). SpLD TPC (Patoss) 14 th May 2013

2 Outline of the Session What is Dyslexia? Facts and Figures Dyslexic Talents Dyslexia and the Law Why formal assessments are important When it all goes wrong! Dyslexia and Recruitment Making the most of your dyslexic employees How A New Way can help

3 What is Dyslexia? A different way of thinking and perceiving the world. Problems with reading for meaning, spelling and getting thoughts down on paper. May need extra time to process information. Can struggle to provide an instant response. Bigger picture thinkers need a beginning, middle and end to be able to see the whole picture. Can often see a better, quicker or easier way of doing something which may annoy others.

4 Other forms of Dyslexia Dyscalculia being dyslexic in maths. Dyspraxia often known as the clumsy form of dyslexia Dysgraphia problems with handwriting ADD/ADHD (not dyslexia, but covered by the Equality Act)

5 Facts and Figures 10% of the UK population are thought to be dyslexic, 4% severely. 3 6% of the UK population are thought to be dyscalculic 5 6% of the UK population are thought to be dyspraxic Recent findings indicate that the 10% figure for dyslexia may be too low.

6 3. Discovered he was different when he was a very young child. 8. Difference obvious to anyone who spends 10 minutes with him. Fred 1. Hereditary brain difference from normal people in 10 of the population has this condition. 6. Brain surgery and electroshock treatment were tried in the past. 7. MRI scan would reveal his brain is wired differently from the majority of humanity.

7 What s wrong with Fred?

8 Left handed

9 Dyslexic Talents They can utilise the brain s ability to alter and create perceptions they are 3D thinkers. (This unique talent is often not recognised by dyslexics). They think and perceive multi-dimensionally, using all the senses 3D thinking. They are more curious than average. Have vivid imaginations good problems solvers. They are highly intuitive know when someone is not telling the truth. Can experience thought as reality disorientation. They are highly aware of the environment as they take information in visually. They think mainly in pictures/images, rather than using the sound of words.

10 Dyslexic Talents These people did not succeed in spite of their dyslexia, but because of it 40% of self-made millionaires are dyslexic

11 Nikola Tesla Dyslexic Talents It is not clear whether Tesla was dyslexic or not, but he did possess many of the talents shared by those with the dyslexic thinking/learning style. Invented the AC (alternating current) electrical system that powers almost every building on the planet Had a vivid imagination and the ability to think in 3D Would build his prototype machines, test and run them, pull them apart to check for wear and tear, reassemble them in his head. Only when he was satisfied that they would actually work, would he finally construct his machines for real. Needless to say, they did all work perfectly first and every time.

12 Dyslexia and the Law The Equality Act 2010, states: A dyslexic has the right not to be treated less favourably in employment if their dyslexia has a substantial and long-term adverse affect on their ability to carry out normal day-to-day activities. Employers are obliged to make reasonable adjustments, as a result of the effects of dyslexia.

13 Disclosing Dyslexia There is no legal requirement to disclose a disability Many in the workplace may have never been diagnosed with dyslexia, so may be unaware they are dyslexic Some may have been assessed at school, but fear discrimination if they mention it Once an employer has been informed about an employee s dyslexia or been given a copy of an assessment report, they are on notice that they have a duty under the Equality Act. Dyslexia does not always influence a person s ability to carry out normal day-to-day activities

14 Reasons for not disclosing dyslexia There is no legal requirement to disclose a disability Worries about discrimination or potential discrimination by an employer Uncertainty about how an employer or potential employer will react Fear or being labelled Dyslexia is not considered relevant to the employees ability to do their job Fear of being seen as being less employable, especially in today s job market

15 Why formal assessments are important No two dyslexics are the same, so will have differing patterns of strengths and weaknesses Effective support can only be given when an employer has a full understanding of a dyslexic employees profile Can identify whether the employee is dyslexic or there are other factors The use of screening tests or informal assessments can lead to misdiagnosis, with unfortunate results

16 Case Study: Richard Studying at university for a 2:1 degree Tutor thought he was dyslexic and suggested he get tested University did not do a formal diagnostic assessment, only a screening assessment Only IQ, single word reading and spelling were tested Was subsequently told he was not dyslexic No help was provided, so Richard struggled with his final dissertation and so did not get his 2:1 degree.

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19 Why does it go wrong - employee? Usually there is a change in the employees circumstances, such as: A change of job description leading to a greater need to write or read lengthy reports or other written documentation A promotion demand for new skills/working practices Introduction of new methods of working, e.g. IT systems Change of manager, who has a more bureaucratic style of management The need to take a formal qualification to gain promotion or to retain existing job role Stress levels rise, so dyslexic difficulties become more pronounced, leading to decline in efficiency/performance levels

20 Why does it go wrong - employer? Employer does not provide the appropriate reasonable adjustments Employee is being harassed or remains unsupported by colleagues or line managers Disciplinary proceedings based on dyslexia related performance issues are started Employee off sick with stress due to all or some of the above. Employee feels their only option is to resort to an Employment Tribunal

21 Employment Tribunals the real cost! Most companies are covered by Employment Tribunal Insurance Insurance does not cover the huge amount of time or energy that most HR Departments have to spend in defending an Employment Tribunal claim Often promotes bad feeling within the company and with existing employees Cost of hiring and training a new employee The HR Department could be blamed for letting the situation getting out of control, resulting in an ET claim Could be viewed as not a good company to work for

22 Employment Tribunals the real cost! Dyslexic trainee police officer wins 25,000 over bullying allegations A trainee police officer has won 25,000 compensation after being bullied from his force for being dyslexic in what he described at a tribunal as a "David and Goliath" battle. Owen Brooking, 26, claimed Essex Police forced him to resign after he was repeatedly ordered to resubmit paperwork and was described as only good for taking sets of fingerprints. His superiors also allegedly urged him to resign and branded him "thick and stupid" as well as "lazy" and "lacking in grit", despite passing his initial training programme with high marks. Daily Telegraph 19 th June 2008

23 Dyslexia and Recruitment Application Forms these should be available in alternate formats; online or by attachments. Typed CVs should be accepted as an alternative to handwritten forms. Covering Letters employers should not insist on a handwritten covering letter, a typed letter with a handwritten signature should be accepted. Forms which ask if You are Disabled most dyslexics do not see themselves as being disabled in the conventional sense, so would be unlikely to tick this box. Testing - Psychometric or multiple choice tests can cause problems. It is standard practice to give dyslexic individuals 25% extra time in exams, plus a separate room in which to complete the test.

24 Interviews People process information at different speeds Interviews are not memory test Dyslexic individuals tend to respond less well in pressurised situations such as exams or interviews During long interviews, candidates should be given the opportunity to leave the room for a short break Dyslexics are bigger picture thinkers, so the opportunity to see the workplace will be more beneficial than information obtained purely from a job description Providing interview questions in advance allows the dyslexic individual to prepare notes Give full titles and names, avoiding initials and acronyms. Telephone interviews dyslexics often need to see who they are talking to. Links to photographs of the interviewer on the company website can make a real difference

25 Making the most of your dyslexic employees Alexandra Issues: Long-term memory, getting thoughts down on paper, spelling and poor hand/eye co-ordination. Strengths: Excellent short-term memory, ability to see similarities and differences. Great problem solving abilities. Solution: Formal Dyslexia Assessment to confirm dyslexia. Undertook a Dyslexia Correction Programme. Now works in 1 st Line IT Support where she uses her strengths to good use. Issues: Severely dyslexic, writing, spelling and reading were difficult. Found it difficult to concentrate when stressed. Strengths: Extremely good visual spatial skills and eye for detail. Solution: Undertook Dyslexia Correction Programme. Now works as a Packer, uses his visual spatial skills to save the company 1,000s of pounds in courier and packaging costs each year. Martin

26 Any Questions?

27 How we can help Formal Dyslexia Assessments Practical help and advice on how not to get involved in an Employment Tribunal Dyslexia Awareness Training for staff and managers Dyslexia Correction Programmes Advice on getting the best from your dyslexic employees

28 It doesn t have to come to an Employment Tribunal, so please come and talk to me