The challenges of dyslexia at work
It might surprise you to learn many famous people live (and thrive) with dyslexia. Richard Branson is a prime example of someone who’s done well and has since eloquently advised others that ‘‘while you will have this the rest of your life, you can dart between the raindrops to get where you want to go and it will not hold you back’’.
Caitlyn Jenner, too, when reflecting on her time as a male athlete back in the 1970s, remarked that if she weren’t dyslexic, she ‘‘probably wouldn’t have won the Games’’ in the decathlon event.
You can add to the list others like Tom Cruise, Salma Hayek, Orlando Bloom, Jamie Oliver, Cher, Anthony Hopkins, Noel Gallagher, Tommy Hilfiger, Magic Johnson and Whoopi Goldberg, with the latter saying ‘‘the advantage of dyslexia is that my brain puts information in my head in a different way’’, by which she means she’s able to think more creatively by virtue of having it.
And yet in the workplace, it’s usually perceived as a disadvantage, assuming people are comfortable enough to disclose it in the first place. As a result, their self-worth diminishes.
To some extent, that’s influenced by their childhood, which is often characterised by learning difficulties, particularly in relation to reading and writing, thereby culminating in negative emotions such as frustration, sadness and shame.
Of course, society isn’t blameless, since many of us equate an ability to read, write and spell with the prospect of people’s future success.
I for one look back on pretentious articles I’ve written in years gone by on grammar and spelling and reading, and cringe. I now realise one reason millions of adults don’t connect with them may simply be because they can’t.
The consequence of such limitations is that people with dyslexia struggle at school.
Unsurprisingly, their rates of graduation are significantly lower than the general population since they’re rarely given as much support as other students.
In some cases, they’re left without the qualifications they need, or what employers perceive they need, which subsequently leaves them in a tough situation, unable to get the kind of stimulating work that generates high rates of job satisfaction.
And even if they happen to land such work, ongoing learning issues may preclude their chances of career advancement.
So it’s not an easy ride. This was evidenced in research published this year by scholars at East Carolina University, which found people with dyslexia are more anxious at work, experience challenges writing emails to colleagues, and have intentionally avoided applying for jobs because they thought their dyslexia would pose a barrier to their success.
What makes that a pity is that these individuals see themselves as talented at formulating creative solutions and at putting forward opinions more articulately than their peers – opportunities they may rarely get to put into practice.
It’s why the scholars conclude that ‘‘when businesses are unaware of dyslexia and of the impact this learning difference can have on the employee’s job performance, they are often subject to negative perceptions, stereotypes, misunderstanding, and discrimination’’.
So how do you get around it? The researchers suggest investing in psychometric assessments that identify people’s strengths, thereby enabling employers to place employees in jobs where they could more easily excel.
Other suggestions include counselling, support groups, and especially job coaching that focuses on memory, time management, organisational skills and stress management.
Come to think of it, everyone could benefit from training in those areas.
Sydney Morning Herald