What is an “Inclusive Workplace”?

An inclusive workplace is one in which people of all backgrounds feel safe and valued in the company culture. This goes across all social barriers, including race, gender, social class, and any potential disabilities. With respect to dyslexia, inclusive companies treat people with specific learning difficulties (SLD) like assets to their teams. Superiors and leaders in inclusive companies hold all employees to the same standards and give people with SLD honest and direct feedback to teach them how to improve their skills, and also actively listen to them to get feedback on how better to support them as employers.

Inclusive leaders are committed to helping their employees grow and overcome any barriers that may stand in their way.

Inclusive companies encourage participation from all employees and make sure that nobody feels like they are being left out. This is especially important to any employees with SLD since they may need the extra assurance that they do indeed belong among their coworkers and are not easily disposable.

Why Should You Work Towards Building an Inclusive Workplace as an Employer?

The world today is smaller than it has ever been before. We are all more connected than we have ever been, and this means companies will encounter all sorts of people in their hiring processes. It would be unfair on the company’s part to lose potentially wonderful employees to their competitors due to a limited view of what constitutes a good fit for an employee. Below are some of the advantages bestowed on companies and employers that take the time to be inclusive:

  • The effect on company culture: An inclusive company is a happy company. Research shows that companies with inclusive policies have healthier and happier employees—happy employees are productive employees.
  • Supporting employees with learning difficulties helps them shine: If a company takes proactive measures to listen to their employees with SLD and put in place appropriate accommodations, they are highly likely to outperform their peers because of their work ethic and creative vision.
  • Increased revenue: Research states that companies with an inclusive culture make up to 28% more revenue than their competitors, likely due to improved employee health and satisfaction.
  • Dramatic reduction in employee turnover rates: Happy employees are loyal employees and are more likely to attract even better employees for your company by word of mouth. Employee satisfaction is a powerful advertising force for your company.
  • Competitive edge over competitors: By making sure that everyone feels like they are valued at your company, you increase employee participation rates. People who feel safer bringing unique ideas and perspectives to work are an asset and can greatly enhance company innovation.

Dyslexia Accommodations to Build an Inclusive Workplace

People with unsupported dyslexia can find the workplace to be unnecessarily stressful. Luckily, there are many adjustments that you can easily make as an employer with little or no cost to your business.

1. Educate Employees about Dyslexia

Provide employee training about dyslexia and other specific learning difficulties (SLD). By understanding how their coworkers are affected by this condition, you can help increase empathy and understanding for individuals with dyslexia in the workplace. Consider holding workshops to guide employees on how to help their colleagues with issues with reading and writing effectively.

2. Communication Policies

Dyslexia is different for everyone, and one mode of communication (written, verbal, etc.) or instruction may not work between different individuals. Make sure that whatever the medium of instruction, you focus on the objectives of the task and deliver your message clearly. 


Consider changing the background color of computer text or printing instructions on color-coded paper since this has been shown to help some people with dyslexia process written information better. Allow your employees to record verbal instructions 

3. Provide Time Management and Organizational Training

Since time management and organization are two areas that people with dyslexia usually struggle with, providing training for people with dyslexia in these areas is highly recommended. Ideally, try to make the training sessions as structured as possible to truly increase comprehension. You might, for instance, want to teach time-blocking methods and provide guidance on how employees can remove distractions to focus on the task at hand.

Evaluate the Office Environment

For someone who has dyslexia, working in a noisy place can be incredibly distracting and frustrating. Consider seating an employee with dyslexia in a slightly closed-off area where there is less noise or disturbance. Let other employees know that they are not to bother their colleagues with dyslexia when they are concentrating on tasks that require focus. Also, consider allowing your employees with dyslexia to work from home if possible so that they have the option of working in a more comfortable environment if they need to.

Consider Investing in Assistive Technology

Assistive technology can greatly increase employee efficiency at work and relieve a great deal of stress and pressure. There are many assistive technologies available in the market these days. Some examples are:

  • Using voice mail over email or written memos.
  • Installing text-to-speech software.
  • Spell and grammar-checking software or apps.
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