Managing People with Dyslexia: What Every Leader Needs to Know

Most organisations already employ people with dyslexia - diagnosed or not. Estimates suggest around 10% of the UK population is dyslexic, so it’s highly likely we are already in your teams.

For HR and senior leaders, the question isn’t if dyslexia is present in your workforce, but whether your managers know how to support it.

Your understanding is often the difference between a performance issue and a high-performing, loyal member of staff.

Here’s what to look out for, and what you can do to help your team thrive;

• People with dyslexia may find reading, spelling, or processing written information challenging.
• If someone takes longer to read or write, this is not about lack of capability - and they mayneed reminding of this - it’s about how their brain processes language.
• Written instructions can be overwhelming. Clear, concise communication - especially verbal explanations or visual aids - helps everyone stay on track.

• Mistakes in spelling or grammar are not a reflection of intelligence or attention to detail. Focus on the quality of ideas and contributions, not technical errors.
• Processing speed can vary. Allowing extra time for reading, writing, or completing tasks can make a significant difference.
• Organisation and memory might be affected. Practical tools, like checklists, reminders, and templates, are supportive, not patronising.

• Many colleagues with dyslexia are already aware, and possibly self-conscious, about their challenges.
• Compassion and patience are far more effective than criticism. Confidence can be fragile.
• Past negative experiences may make staff reluctant to share their needs. Encouragement and reassurance help build trust.
• Strengths often include creative problem-solving, big-picture thinking, and strong verbal communication. Recognise and make use of these talents.
• Practical support matters. Regular check-ins, flexibility in how work is completed, and a willingness to adapt processes unlock potential. In many cases, a workplace needs assessment will give you a clear, tailored plan of reasonable adjustments for that individual. Dyslexia coaching can also be a huge benefit.

“We support organisations to be dyslexia friendly and to recognise that neurodiversity can be a great asset in the workplace.” - British Dyslexia Association

Why This Matters for HR and Senior Leaders

When leaders understand dyslexia, the whole organisation benefits. Staff feel seen and valued. Managers build trust and reduce frustration. You will see improved wellbeing, productivity, and retention.

From an HR perspective, small, thoughtful actions can prevent much bigger issues down the line, disengagement, formal performance processes, grievances, or even neurodiversity-related employment tribunals.

Recent insights highlight the gap:

A British Dyslexia Association poll found that 45% of employees say their workplace does not provide specific support for dyslexia.

Whilst CIPD’s 2024 neuroinclusion research reports that only just over half of employers say there is general awareness across their workforce about what neurodiversity is and why it matters

This isn’t about “special treatment”. It’s about meeting your existing legal duties and giving people what they need to do their jobs well.

A workplace needs assessment is often the missing link between 'we know there’s an issue' and 'we have a clear, agreed plan'.

For dyslexic staff, a good assessment will:

• Explore the role, environment, and day-to-day tasks Identify specific barriers linked to dyslexia.
• Recommend practical, often low-cost adjustments (for example, software, changes to communication, or tweaks to processes).
• Give managers and HR a clear document they can work from and review over time

Key Takeaways for Leaders

• Notice what’s behind the behaviours, not just the behaviours themselves.
• Offer practical support, verbal explanations, visual aids, clear steps, and regular check-ins. Respond with compassion and curiosity, not frustration.
• Recognise that small adjustments can make a big impact.
• Remember: inclusion isn’t a one-off, it’s an ongoing commitment to understanding and action.
• When in doubt, consider a workplace needs assessment to give everyone clarity and confidence about next steps.

Ready for More?

Awareness is just the start.

HR and senior leaders who invest in understanding neurodiversity don’t just avoid problems, they unlock talent, reduce risk, and build teams that work well in practice, not just on paper.

If you’d like your managers to feel confident supporting dyslexic staff, I offer:

Introductory neurodiversity training for leaders (from £400) – practical, evidence-based, and tailored to your organisation Workplace needs assessments for dyslexic and neurodivergent staff – a structured, half-day process that results in a clear, realistic adjustment plan for the individual, their manager, and HR

Drop me a message here on LinkedIn with the word DYSLEXIA Let me know whether you’re interested in training, workplace needs assessments, or both and I’ll send you a brief outline and a couple of date options for a call. You choose what works best for your organisation