Dyspraxia in the Workplace

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    ToHealth’s dyspraxia-support services help employees deal with motor coordination problems as well as language and thought barriers.

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    Overcoming movement and anxiety challenges

    Problems with balance and movement are typical of dyspraxia at work, or what’s also known as developmental coordination disorder. This is a neurological condition which affects how an individual plans and processes motor coordination tasks. It impairs gross-motor skills like those involved in “big muscle” activities such as running, jumping and maintaining balance. Fine motor skills can also be adversely impacted, such as when writing, tying a shoelace, or typing on a keyboard. Dyspraxia at work often occurs alongside dyslexia and compounds difficulties when reading, writing and making time-management decisions.

    For employers, dyspraxia in the workplace often presents unique challenges which may be entirely new. However, we help employers and employees who are impacted by dyspraxia at work overcome these everyday issues.


    Assessment Services

    Our assessors take time to discover the full nature of an individual’s working life challenges and the effects of dyspraxia at work.


    Assistive Equipment Provision

    Motor coordination and task-performance potential can be greatly improved by both hardware and software solutions.


    Individual-Specific Coaching

    Successful training is rooted in adapting general teaching approaches to the specific context of an employee’s role at work.


    Integrated Support

    Combining technology, training, coaching and online resources, we build bespoke programmes to support everyone with dyspraxia in the workplace.


    Dyspraxia’s Hidden Effects

    Much of the focus on dyspraxia at work revolves around challenges to movement, but the consequences of dyspraxia are not just motor-coordination related. Living with dyspraxia can also lead to feelings of extreme frustration and heightened anxiety. However, by combining coaching with specialist training focused on individual needs, we help people with dyspraxia address these issues and be more optimistic about their potential and abilities. The effects of dyspraxia in the workplace are challenging but they don’t have to be debilitating.

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    Employee Support

    Give members of staff the help they need to pursue their career goals and make an essential contribution to the business.

    Build Reputation

    Become recognised as a supportive employer and an organisation who cares about supporting diversity in the workplace.

    Create Business Resilience

    Galvanise the overall strength of your business by encouraging employees to get help which builds confidence and improves workflow.

    Extend Provision

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


    People with dyspraxia should not set any limits on the type of jobs they can do. Dyspraxia in the workplace is not an insurmountable obstacle. Rather, individuals should consider their strengths and weaknesses, together with the type of support available, and determine themselves whether they are suitable for a given role.
    Sharing a disability or learning difficulty with an employer is a personal decision which involves many different factors. However, by not disclosing dyspraxia employees may not get the right kind of support to help them work to their full potential. This has obvious implications for working life fulfilment and workplace happiness.
    The type of technology required depends on the need of the individual. Generally, the technology used includes: ergonomic desks and chairs, literacy software, time management applications and dictation tools.
    Aside from assistive technology provision and additional coaching, employers can be more flexible towards employees with dyspraxia in the workplace. This involves allowing more time to complete tasks, not allocating jobs which require high levels of mobility, and breaking performance requirements down into manageable chunks. As with all neurodiversity and disability, clear communication between employer and employee is key.
    Contact a ToHealth advisor on 01925 909 614, or email [email protected]