What is Dyspraxia?
Dyspraxia is a neurodifference that influences someone’s movement, their spatial awareness, their balance and their co-ordination.
Associated strengths include strategic thinking, empathy, and creative thinking.
It can also affect how someone learns new skills, how they process emotions as well as their time management and organisational skills.
How can Dyspraxia affect employees in the workplace?
Employees with Dyspraxia may experience difficulties in the workplace without the implementation of reasonable adjustments – the ergonomics of the workplace and pressure of deadlines can significantly impact an employees health, emotional wellbeing and more.
Dyspraxia can have varying impacts between individuals, and some might experience strengths as well as challenges.
Common Dyspraxia Traits
People with dyspraxia can often show one or more of the characteristics listed below. It is important to note that being diagnosed with dyspraxia does not mean that person will exhibit all of the characteristics.
Difficulty with speech-based tasks
Increased likelihood of struggling with public speaking or presentations in the workplace
Difficulty with motor skills/tasks
Increased chance of difficulty with both fine motor skills (i.e. typing) and gross motor skills (i.e. walking)
Increased levels of empathy
Can have heightened response to others' emotions and needs
Ability to think outside the box
Can bring unique problem-solving skills
Increased levels of determination
Tendency for high levels of determination with allocated tasks
Strong reading skills
Tendency to have advanced reading skills
Supporting Dyspraxia in the Workplace
Under the Equality Act 2010, dyspraxia is recognised as a disability. This means employers have a legal responsibility to make reasonable adjustments, ensuring that individuals with dyspraxia are not disadvantaged at work.
Importantly, a formal diagnosis is not required for adjustments to be made.
Neurodiversity is about recognising and respecting different ways of thinking, learning, and working.
Adjusting Policies and Procedures
Altering the Physical Work Environment
Providing Additional Support or Aids
Organising Dyspraxia Inclusion or Dyspraxia Awareness Training in the Workplace
At neurobox, we help workplaces become more inclusive for neurodifferent and disabled individuals via our tailored Awareness Training and Coaching sessions.
Dyspraxia-focused workplace services neurobox offer:
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Dyspraxia Awareness Training for Managers
We offer a specially designed awareness session for Line Managers, equipping them with the knowledge and tools to better understand, support, and include neurodivergent individuals in the workplace – Learn More Here
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Dyspraxia Awareness Training for Employees
At neurobox, our neurodiversity awareness training is designed to support staff in becoming more attuned to the needs of their neurodivergent colleagues—fostering greater understanding, empathy, and inclusion across the workplace. – Learn More Here
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Workplace Strategy Coaching
At neurobox, our bespoke one-to-one coaching service is designed to empower employees with tailored strategies to overcome workplace barriers and unlock their full potential – Learn More Here
Reasonable Adjustments for Dyspraxia in the Workplace
Creating an Dyspraxia-friendly workplace begins with flexibility, understanding, and proactive support. Every individual is different, so a uniquely tailored approach is key.
A Workplace Needs Assessment is a great first step. It identifies individual challenges and offers practical, achievable adjustments for both employee and their organisation.
Some examples of reasonable adjustments for Dyspraxia in the workplace
| Area of Interest | Potential Adjustment(s) |
|---|---|
Work environment |
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Workplace Strategy Coaching |
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Working practices |
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Training |
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Assistive Technology |
|
Coping with Dyspraxia at Work - Techniques & Strategies
Here are just a few practical ways individuals with dyspraxia may manage their workload and environment effectively:
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Allow extra time for tasks
-Allocating additional time to complete tasks, especially if it involves motor skills.
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Time Management & Organisation
-Allocate time to planning daily tasks and prioritising tasks.
Tips/Tools – Use of task management software i.e. Global Tasks
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Use of document templates
-Minimise errors or delays by utilising templates for frequently used documents/emails.
Our Latest Resources on Dyspraxia...
Explore our blogs and articles on dyspraxia in the workplace.
Looking for support? Contact us!
Every organisation is unique, and so are it’s people – that’s why we can tailor our sessions to your organisation.
Get in touch with the team
Our journey begins with a conversation – get in touch with Martin, Becky, Chris or Conal to find out more about how we can help and support you on your inclusion journey.
01223 608491 
Becky Stearn
Senior Client Consultant
Chris Pope
Client Consultant
Conal Durr
Client Consultant
Martin Kirkup
Head of Client Services
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Frequently Asked Questions about dyspraxia in the Workplace
Got questions? We’ve got answers…
Can’t find what you need, get in touch with the team on hello@neurobox.co.uk
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Is dyspraxia linked to neurodivergence?
Yes, dyspraxia falls under the term neurodivergence alongside autism, ADHD, dyslexia and others.
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Is dyspraxia a form of ADHD?
No, dyspraxia is not a form of ADHD – however dyspraxia and ADHD can co-occur.
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What are the three types of dyspraxia?
Dyspraxia often presents itself in one of three ways:
- Verbal Dyspraxia – Difficulty with speech
- Motor Dyspraxia – Difficulty with fine motor movements i.e. writing
- Oral Dyspraxia – Difficulty with particular movements of mouth, tongue or lips.
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Is dyspraxia a form of autism?
No, dyspraxia and autism is distinctly separate. Although they can share some symptoms.
Disability Confident Scheme - Dyspraxia
The Disability Confident Employer Scheme (government scheme) provides organisations with the structure and process to implement inclusive recruitment practices, workplace adjustments, and manager training and create an inclusive culture for all.
What is the Disability Confident Scheme?
The scheme has 3 levels designed to support employers on their Disability Confident journey, these are: Disability Confident Committed (Level 1); Disability Confident Employer (Level 2) & Disability Confident Leader (Level 3).
All employers join the scheme at Disability Confident Committed (Level 1) and progress through the levels to achieve the one that’s right for their organisation. On completion of levels, you receive Disability Confident Certification.
As a Disability Confident Leader, we’re uniquely placed to guide organisations through the accreditation process from Levels 1 to 3. We can conduct a gap analysis, provide targeted recommendations, and support the implementation process.
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