The British Dyslexia Association (BDA) estimates that 6.3 million people in the UK, or roughly 10% of the population, have dyslexia. As a result, it’s vitally important dyslexia receives the recognition it deserves.
Dyslexia is a specific processing difference characterised by cognitive strengths and abilities in visual-spatial processing, general knowledge, creative thinking, and problem-solving. Characteristic difficulties include struggles with short-term memory, processing speed, and making new skills automatic. Despite this, dyslexia should ideally be thought of as a continuum of different cognitive strengths and challenges, and every person experiences this differently.
This is where Dyslexia Awareness Week comes in to dispel common myths and make people aware of the true effects of dyslexia.
This year, Dyslexia Awareness Week is set to take place from 7 October to 13 October. International Dyslexia Day is now celebrated on 8 October every year.
Red is the colour linked to dyslexia awareness, as it’s the colour that’s commonly used in education to highlight mistakes. Therefore, red is being used to change the narrative, making it a symbol of pride for people with dyslexia.
Each year, Dyslexia Awareness Week has a different theme. This year, the theme is “What’s Your Story?”, highlighting how everyone is different and experiences dyslexia differently, too. A theme like this encourages people to tell their stories, providing an opportunity for people with dyslexia to come together and celebrate their individuality.
Dyslexia Awareness Week is the perfect time to educate yourself about dyslexia and help raise awareness. Some of the following steps can be used to make this happen:
Since dyslexia causes a person’s brain to work differently, it’s important that managers show their understanding of the unique challenges faced by those with dyslexia. This involves offering support to create a better working environment, which is explored in further detail below.
Implement supportive software – There are multiple types of software available that can help people with dyslexia, including programmes that convert text into audible files and spell checkers.
Create support groups – All workplaces should have safe spaces in which neurodivergent individuals can talk about their struggles.
Adapt your communication style – People with dyslexia tend to be visual or auditory thinkers, meaning it’s a good idea to adapt your communication style accordingly.
Use fonts that increase readability – Arial, Comic Sans, and Verdana are among the easiest-to-read fonts for people with dyslexia.
Give them time to prepare – Preparation time can make people with dyslexia feel more comfortable during meetings or when speaking publicly.
Use visual reminders – Instead of written reminders, digital calendars with visual pop-ups might be more effective.
Learn to use the strengths of dyslexia – Too often, people focus on the limitations of dyslexia and don’t consider the strengths that come with it. For instance, many neurodivergent people can think outside the box, and companies can put this to good use.
Encourage dyslexia-friendly workstations – Different tips, supplies, tools, and objects can be used to make workstations more dyslexia-friendly.
Offer more flexibility – Flexibility allows someone to adjust the working day to accommodate their individual needs.
Offer additional training to the entire organisation – Diversity and inclusion training works to raise awareness about dyslexia, making the workplace more comfortable for those with dyslexia.
Neurodiversity Awareness Training
Here at neurobox, we provide neurodiversity and disability awareness training to businesses to encourage inclusion in the workplace. With our help, you and your employees can become more aware of neurodiversity and disability in the workplace and make the necessary accommodations. It’s vitally important that everyone feels happy and comfortable in their workplace, and that’s exactly what we strive to achieve.
Jen leads on developing and executing our overall marketing and brand strategy.
Since joining in September 2022, Jen has been instrumental in shaping the brand’s identity and ensuring that every initiative resonates deeply with its audience. In month 2 she took us on a full rebrand, including a new name from Dyslexia Box to neurobox.
With a wealth of experience in marketing, Jen has honed her skills across both in-house teams and corporate communications agencies. Her career journey has equipped her with a deep understanding of leveraging multiple channels and engaging effectively with diverse stakeholders.
