DMA launched the DMA Talent: Dyslexia Employer Guide, which offers recommendations on adjustments organisations can make to their recruitment processes, the workplace environment, and support people with dyslexia.
It also includes case studies and advice on managing someone with dyslexia, including the benefits of a structured working environment and assistive technology.
“Although awareness has increased in recent years, dyslexia remains misunderstood, and businesses must do more to become inclusive workplaces. Our new employer guide addresses this by helping employers to understand what they can do to support a diverse workforce,” said Kate Burnett, general manager, DMA Talent, and co-author of the guide.
“I used to keep my dyslexia a secret when I first entered the working world. For the first 15 years or so of my career, I rarely, if ever, mentioned it for fear of revealing a vulnerability and being seen as ‘not good enough’ in some way.” said Laura Chamberlain, managing director at Sign Salad.
“Unfortunately, too many adversarial agency cultures persist, where people feel they need to present themselves as invulnerable and as an ideal, titanium version of their role. It’s unrealistic and exhausting for everyone, not just the neurodiverse community.”
“Inclusive workplaces are those where there is a whole organisational understanding that adjustments may be needed to enable people to work differently. We need to embed the understanding of difference in the culture of an organisation, so that adjustments are accepted as the norm, and all employees are able to work to their strengths and to the best of their abilities” said Katherine Kindersley, Co-Author, Dyslexia Employer Guide