Dyslexia, often known as the íhidden disabilityí, affects up to 2.9 million workers

Dyslexia, often known as the íhidden disabilityí, affects up to 2.9 million workers in the UK with many employers not doing enough to tackle the condition at work, says a new report released today (Wednesday) by the TUC.

The íDyslexia in the workplaceí report warns that managers who do not appreciate the link between dyslexia and common performance problems can often judge dyslexic employees unfairly. It also reveals that many people with dyslexia are unaware of their condition and are likely to be anxious, frustrated and suffer from low self-esteem at work.

The TUC report is aimed at informing union reps, employees and their bosses how to tackle the difficulties of dyslexia. The report highlights the most common problems that dyslexics suffer at work which include the following:

following written or spoken instructions
dealing with maps, charts and tables
writing memos, letters and reports
giving presentations
scheduling work and meetings and keeping track of appointments.

The TUC report offers advice on how working practices can be changed to maximise the potential of employees with dyslexia. While dyslexic people may have problems with certain aspects of their work, they are likely to have strengths in other areas and amending working practices can ensure that both the employee and the company benefit.

íDyslexia in the workplaceí warns that a one size fits all approach will not work and employers must appreciate the full range of difficulties dyslexic workers encounter, provide relevant training and modify documents or instructions to make them easier to read or understand.

Commenting on the report, TUC General Secretary Brendan Barber said:

Almost three million workers suffer from dyslexia and many may be suffering in silence or unaware of their problem. The Disability Discrimination Act has gone some way towards breaking down certain taboos around disability at work and has helped many workers get the help and support they need. However many others have perfected the art of masking their problems, which can cause them unnecessary stress and lead to poor productivity.

Workers with dyslexia need to know that the law is on their side and that there is support available to them. This new report equips union reps with the information they need to make sure that bosses are fulfilling their legal duties. However, it is not just about trying to catch bosses out and the report will help employers take any necessary steps to make their workplaces more tolerant and flexible.

íDyslexia in the workplaceí contains a number of case studies:

Francis: Managers ignored the fact that perceived problems with his performance were directly attributable to dyslexia. The Company initially treated his clerical, spelling and filing errors, as a disciplinary/capacity issue, and even when Francis was identified as dyslexic, chose to ignore the advice and dismiss him for incapacity.

Anne: Anne worked in the finance section of a multinational company and was managed by an experienced and highly task oriented supervisor. Her work was frequently criticised by her supervisor as was her attitude and timekeeping. Disciplinary proceedings were underway, before her assessment, and it had been suggested that she was íslowí. In fact her IQ, like that of many people with dyslexia, was significantly higher than her written work would have suggested - and as in all the cases summarised here, was above average.

Paul: Paul was a trainee train driver for a major national railway company. Following an assessment that showed him to be dyslexic, the company agreed to consider reasonable adjustments and engaged a specialist trainer for advice. The trainer drew up a programme that included specialist tuition, assistance to understand his learning style and revisions to the driver certification process. Despite initial misgivings from some managers, Paul succeeded in passing the rigorous operational and health and safety requirements of the post first time, and is now a successful main-line train driver.

The report also lists a number of cases in which workers with dyslexia have sought the protection of the Disability Discrimination Act (DDA) in court action against their employer: