Dyspraxia Inclusion in The Workplace
Dyspraxia is a relatively common condition, affecting between three and five per cent of adults in the UK, affecting their movement and motor skills, making it more likely that they’ll trip, fall or bump into objects.
It can also affect fine motor skills, including drawing and typing, as well as having an impact on short-term memory, planning and organisational skills.
Some people are born with the condition, while others acquire it as a result of a head injury, stroke or other neurological concern.
Understanding dyspraxia and not simply dismissing it as a type of clumsiness is essential for employers if they’re to deliver appropriate support for staff and ensure that they can reach their full potential in the workplace and beyond.
What is dyspraxia?
Dyspraxic people can find it more challenging to plan and execute fine and gross motor skills, as well as retaining and processing information.
While everyone’s experiences of the condition are different, there are typical symptoms that may emerge, with factors that require consideration including:
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Posture
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Planning and organisation
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Running and balancing
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Handwriting
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Tying shoelaces
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Working memory
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Social skills
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Self-care
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Environmental sensitivity
What are reasonable adjustments for dyspraxia employment?
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Speech to text and proofreading tools for employees who find writing and spelling difficult
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Ergonomic equipment, such as keyboards and adjustable monitor stands to help mitigate fatigue and physical strain
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Digital software like note-taking apps and calendars with automated alarms to help support memory problems and sequencing challenges
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Positioning desks away from high-traffic areas
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Providing noise-canceling headphones
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Providing anti-glare filters for computer screens
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Providing additional time for tasks and reports
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Regular check-ins to ensure employees are comfortable and happy
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Flexible working hours
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Mentoring for new processes and procedures
Key employment rate statistics for dyspraxic people
Research from The Dyspraxia Foundation shows that:
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64 per cent of people voluntarily disclosed their dyspraxia diagnosis to employers, yet just 33 per cent received specific advice or support
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This demographic risks underperformance and/or job loss because of a lack of support
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Of those who chose not to disclose their diagnosis, 68 per cent did so amid fears of discrimination following past experiences
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However, of those who had received support and advice, 66 per cent said they found it to be effective
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Further, it was found that many of the reasonable adjustments made were relatively inexpensive to achieve
What are the benefits of hiring dyspraxic people?
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Creative problem-solving
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Big-picture thinking
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Strategic perspective
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Resilience
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Innovation
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Empathetic leadership
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Strong work ethic
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Excellent communication skills
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Loyalty
How can employers support dyspraxic employees?
Here at Neuro Inclusion UK, we work closely with educators and inclusion specialists to develop tailored materials that support dyspraxia training in the workplace, with the aim of building inclusive environments and cultures across the board.
Our training resources have been designed to give you the tools and information you need to deliver supporting workplaces so your organisation can thrive and grow.
We also offer a consultancy service, where you can talk matters through with SEND professionals, specialist educators and inclusion leaders. This further enables you to implement the most effective business strategies for all members of staff.
If you’re keen to focus on equality, diversity and inclusion, and embrace the strengths that neurodivergent people can bring to your place of business, get in touch with the Neuro Inclusion UK team today to find out what we can achieve together.