Creating an inclusive, supportive workplace is expected of all workplaces in 2025, and it’s also a powerful way to unlock the full potential of your team. One area that’s gaining long-overdue attention is understanding how to support employees with dyslexia. Whether you’re in HR, manage a team, or responsible for diversity and disability policies, this guide will help you create a more accessible, empowering environment for dyslexic employees to thrive.
What is Dyslexia?
Dyslexia is a neurological difference that affects how people read, write, and process information. It’s not linked to intelligence or capability, far from it in fact. Many people with dyslexia are highly creative thinkers, problem solvers, and great at seeing the bigger picture.
There are many countries where dyslexia is considered a disability under the law, which means employers have a legal responsibility to offer reasonable adjustments. But beyond compliance, understanding how dyslexia affects your employees can help you build a more empathetic and high-performing workplace where everybody feels comfortable.
How Dyslexia Affects Employees
Dyslexia presents differently in each individual, but common challenges include:
- Difficulty reading quickly or aloud
- Struggles with spelling or writing
- Trouble following written instructions
- Memory challenges (particularly short-term memory)
- Slower processing of written information
It can also impact confidence, cause stress and anxiety, and make tasks that others find simple feel overwhelming, especially when support isn’t in place.
But here’s the thing, with the right support, dyslexic employees can absolutely thrive. Let’s dive into how you can make that happen.
Practical Tips: How to Support Employees with Dyslexia
Here are real, tangible ways to create a more inclusive and dyslexia-friendly workplace. These tips work whether you’re managing a team, supporting disabilities in the workplace, or shaping company culture.
1. Reduce Stress Where You Can
Stress can amplify the effects of dyslexia. Try to foster a calm, low-pressure environment, especially around deadlines or presentations. Give employees ample time to complete tasks and avoid last-minute changes when possible. Simple things like allowing extra preparation time or flexible deadlines can make a huge difference.
2. Gather Regular Feedback
Encourage open, honest conversations with your dyslexic employees. Ensure that adjustments have been made as soon as they start working for your business. Ask how they’re feeling, what’s working, and what’s not. What feels like a small adjustment to you could have a big positive impact for them.
Tip: Anonymous surveys or regular check-ins can be a good way to gather feedback if someone is shy about speaking up.
3. Implement Supportive Software
Technology is a game-changer. Some of the most dyslexia-friendly tools include:
- Text-to-speech software (e.g., NaturalReader, Read&Write)
- Speech-to-text tools like Dragon or built-in voice typing in Google Docs
- Mind-mapping software (e.g., MindMeister or Inspiration) to help organise thoughts visually
- Spellcheck tools with grammar support like Grammarly or Ginger
Make sure employees know these tools are available and that it’s totally OK (and encouraged!) to use them.
4. Adapt Your Communication Style
Verbal instructions are often easier to digest than long written documents. Consider following up emails with a quick call for your dyslexic employees to ensure they understand. Break down tasks into bullet points or short steps and try to avoid jargon or overly complex language. You could also record meeting summaries as audio files or use video walk-throughs for complicated processes.
5. Use Dyslexia-Friendly Fonts and Layouts
Yes, fonts matter. Good choices include:
- Sans serif fonts like Arial, Verdana, or Comic Sans (yes, really!)
- Larger font sizes (12pt or above)
- Avoiding italics or ALL CAPS, which are harder to read
- Clear spacing between lines and paragraphs
If you create a lot of internal documents or training materials, make sure they’re designed with accessibility in mind.
6. Provide More Flexibility
Offering flexible working hours or remote work options can help employees manage energy levels, focus, and reduce distractions. Some dyslexic individuals find certain times of day more productive so let them lean into that and avoid messaging them or booking meetings during their ‘productive time’.
7. Create Peer Support Groups
Having a support network of others who “get it” can be incredibly empowering. Encourage employee resource groups, mentoring, or informal coffee catch-ups to share tips and experiences. These support groups can share tips and advice that help them in the workplace which can also benefit others. This not only builds community, but shows your organisation is proactively supportive.
8. Offer Dyslexia Awareness Training
Train managers and team members to better understand dyslexia and how it can affect someone at work. A little empathy and awareness go a long way in creating a culture of inclusion. Consider workshops or lunch-and-learns run by a dyslexia charity or specialist organisation.
9. Use Visual Reminders
Visual aids like flowcharts, infographics, icons, and diagrams can help dyslexic employees absorb and recall information more easily. These tools are also great for all learning styles, not just for those with dyslexia. There’s no need to use complex or ‘smart sounding’ language.
10. Allow Time to Prepare
Presenting to a group or responding on the spot in a meeting can be extra challenging for someone with dyslexia. Offer plenty of prep time and share agendas in advance so people can feel confident and ready.
Dyslexia and Discrimination at Work
Sadly, some dyslexic employees still face misunderstanding, unfair treatment, or subtle discrimination at work. For example, expecting someone to complete written tasks at the same speed as others, or denying them access to support tools, can be discriminatory.
Let’s say an employee has declared they have Dyslexia but makes spelling mistakes when they write long reports and their company downgrades their duties as a result, this could be a breach of the Equality Act (UK) or the ADA (US). This is because the company has not provided any reasonable adjustments to help the dyslexic employee despite being aware of their condition and no longer allowing them to write up reports.
How to Avoid Discrimination:
When learning how to support employees with dyslexia, it’s important to carry out workplace assessments with the employees to understand their needs!
- Provide reasonable adjustments without delay
- Create a culture where people feel safe disclosing disabilities
- Stay up to date with disability laws in your region
Making your workplace dyslexia-friendly is both the right thing to do and a legal requirement.
Knowing the Strengths of Dyslexic Employees
It’s important to remember that dyslexia isn’t just about challenges, it also comes with a host of strengths that can be incredibly valuable in the workplace. Many dyslexic individuals are known for their creative thinking, often approaching problems from fresh, unexpected angles. They tend to excel at big-picture thinking, spotting connections and possibilities that others might overlook.
Emotional intelligence is another common trait, along with resilience and adaptability, which often come from years of navigating a world that isn’t always built with them in mind. These strengths can translate into innovation, empathy, and unique insights which are all qualities that benefit teams, projects, and businesses as a whole. By supporting and championing dyslexic employees, you’re unlocking an often untapped well of talent and perspective.
Final Thoughts
Learning how to support employees with dyslexia isn’t all about ticking the boxes. It’s about being aware of individual needs, creating space for everyone to shine, and fostering a truly inclusive culture.
Whether you’re reviewing your company’s disability policy, designing a new inclusive employee reward scheme, or just looking for ways to better support your team, know that small changes can lead to huge wins. At Virgin Incentives, we believe in helping people feel valued, whether that’s through meaningful recognition, thoughtful rewards, or inclusive workplace practices. Want more ideas for how to engage and motivate your team? Explore our range of employee reward and recognition experiences and gift cards for UK & US businesses that are perfect for all kinds of employees. Find out more about our products below:
