Dyslexia in the Workplace

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    ToHealth’s focused training and support packages make successfully managing dyslexia in the workplace achievable for any employer.

    A man typing on laptop

    Providing the tools to maximise performance

    Dyslexia is often defined solely in negative terms. At ToHealth, our work with employees with dyslexia has shown us this viewpoint is flawed. Rather than being something to be overcome, we know that dyslexia is a particular way in which individuals process information that offers many advantages.

    Employees who experience dyslexia in the workplace often approach situations from a distinct point of view which can lead to greater insight and alternative solutions. They tend to come up with fresh ideas, can visualise concepts in unique ways and can approach problems from innovative angles. As a result, they often provide a refreshingly different take. 

    Employees with dyslexia are often successful in other aspects of their lives, but struggle with essential reading, writing and time management tasks. This can be difficult, dispiriting and present problems in any working environment

    However, with the help of assistive technology and training, dyslexia at work doesn’t have to be a barrier to success. Software applications like Texthelp Read&Write, a text-to-speech tool, and MatchWare MindView take the stress out of reading, writing and organising. Combined with one-to-one support and instruction from our trainers, anyone can increase their literacy proficiency, verbal communication potential and succeed in their job role. It means that managing dyslexia in the workplace successfully is both achievable and sustainable.


    Comprehensive Assessments

    Detailed and accurate screenings available to discover whether an employee is affected by dyslexia and to what extent.

    Assistive Technology

    Dyslexia-friendly assistive technology to mitigate the effects of dyslexia on an individual’s performance at work.

    Training Expertise

    Highly-experienced trainers help ensure that employees with dyslexia get the most benefit from technology and coping strategies.

    E-Learning Support

    Interactive e-learning courses and online reference materials to offer diverse learning routes and post-training support.


    Dyslexia Friendly E-Learning

    In-person training is not the only approach to supporting individuals with dyslexia at work. Our online courses are designed especially for individuals with learning challenges such as dyslexia. Materials are written in plain English, organised into manageable learning chunks, and utilise visually rich and attention-grabbing resources wherever possible. These include video demonstrations, choice-based scenarios and learner interactions. Particular emphasis is placed on understanding key points and reaching essential learning milestones. The courses are available to study 24/7 on our online e-learning platform.  

    The courses focus on two complementary sets of skills – assistive-technology techniques and essential work attributes. They provide all-around support for managing dyslexia in the workplace where one-to-one training may not be feasible or desirable. As a primary form of training, they’re especially suited to diversely located teams or individuals working in remote locations.

    MAn typing on laptop


    Promote Equality

    Level the playing field for employees with dyslexia by giving them the tools and training they need to perform at work.

    Develop Knowledge

    Improve the work experience for all employees by informing staff about the nature of dyslexia at work through our awareness sessions.

    Increase Options

    Harness the distinct skillsets of employees with dyslexia and provide alternative viewpoints for richer decision-making.

    Act Small, Deliver Big

    Establish a support network for employees which is inclusive, diverse and promotes equality by covering all neurodiversity issues.


    Employees with dyslexia are affected in different ways but there are common themes. Reading and writing skills are often impacted as well as time management ability and task-planning prowess.
    Accurate assessment is the first step. Then a programme of support, incorporating assistive technology provision, can be devised and implemented. This ensures that assistance is focused on the individual and any employer-specific approaches to managing dyslexia at work.
    Revealing a neurodiversity or specific learning difficulty such as dyslexia is up to the individual. Disclosing such information is obviously a personal choice. However, disclosure of dyslexia in the workplace is required to get the support a person needs. By not informing an employer, employees risk creating long term problems which may prejudice both job performance and progress at work.
    Some clinicians prefer to categorise dyslexia in different ways, choosing to classify it as encompassing two, four, six or more different types. For an employer, this detail is not strictly necessary. It’s better to treat dyslexia as a general entity with a spectrum of potential causes and effects. There is no consensus on how many “types” of dyslexia exist in any case.