A lot of companies open their doors to people with disabilities, including those with dyslexia . If you have a colleague or someone working at your company with Dyslexia , it should not be the case that you belittle him or her because of his or her condition. It could be a reason for your sacking, not theirs. Employment law guarantees the protection of people with Dyslexia from abuse, discrimination and bullying in the workplace.
It is a good thing that the law has given this issue some attention, since dyslexia is an official disability that can be governed by the Disability Discrimination Act, 1995. As an employer or a colleague of a person with this condition, there are some things that you can do to help him or her out. Accordingly, there are some things that you shouldn’t do.
Problem Matters around Dyslexia Employment
Something that you should avoid doing when you’re working with a dyslexic is regarding them as a ‘problem’. If you do, the problem is far more likely to be your own intolerance or lack of compassion. They are people too, thus you should treat them as people. A colleague with dyslexia is not additional work for the team. Remember, all of you are employed in the same company. Thus, this means all of you have functions, even if your colleague with dyslexia may seem to have a different kind. There are Dyslexia treatments and support programmes for those that need it
If you want to see if you might suffer from dyslexia or get a better understanding of one of the symptonms, you can view a website in different colours to see how your ability to read and concentrate on the words. If you find that it is easier to read certain colours than others, you may need a dyslexia test to alleviate symptoms.
Dyslexia Employment Support
As an employer or manager, you should learn to concentrate on their strengths just as with any other employee. If they need support, there are several specialists in alleviating the effects of dyslexia or coping techniques that will benefit them as well as your company. Try your best not to be discouraged about your employee’s weaknesses and difficulties.
Another thing is not to force them to do things that are against their will. They know their limitations better than others and there are times that when they say they can’t do it, they really means they can’t. Pushing them too hard would do no good but cause harm. It is better to scaffold your way into training your employee with dyslexia to do more complicated tasks.
Help around Employment Law and employing people with special needs can be found from a reputable expert employment solicitor. In London, there is a hub of solicitors that specialise in providing employment support, HR and special needs advice to businesses that take on people with special needs.