How to support employees with learning difficulties
In mainstream workplaces, learning difficulties do not always manifest themselves in ‘the physical.’ They can be subtle so subtle in fact, that employers may not have realised they’ve hired someone with a learning difficulty until later, and only when the person is struggling to complete a task.
In recruitment and job-searching culture, it’s up to the employee to disclose whether they have a learning difficulty or not. After all, you can’t see a learning difficulty right? But first, what is a learning difficulty, and how does it differ from a learning disability?
Employees can be private about their learning difficulties because they are different from learning disabilities. Firstly they don’t affect a person’s ability to undertake tasks.
In fact, employees with learning difficulties do not have impaired intelligence, whereas a learning disability can affect a person’s cognitive skills, making it more difficult for this group of people to work in a ‘traditional office’ alongside cognitively average people.
An example of learning difficulty conditions include dyslexia, (problems with reading, writing and spelling), dyspraxia, (problems with physical coordination), and dyscalculia (problems with numeracy, also known as ‘number blindness’).
Sufferers have potential
Again, while the above conditions might make it harder for people to learn in certain ways, such as through reading or arithmetic, it doesn’t affect their overall cognitive capacities that various learning disabilities, such as Down Syndrome or Autism, do.
In short, sufferers of learning difficulties still have the ability ‘learn and develop’, (which is vital for any employees working in any mainstream business and office environment), they just require different strategies to do it.
They bring great skills to the table
Before employers get put off hiring people with learning difficulties, (should they be informed about them at interview stage), then think again.
For not only would doing so be a discriminatory move, but there’s also evidence that people with learning difficulties can be highly intelligent, and employers wouldn’t want to miss out on hiring intelligent candidates just because of a label, would they?
Don’t be scared of the symptoms…
Research from the London School of Economics suggests that common symptoms of people with dyslexia, such as their impaired reading ability, are often exaggerated in their severity, concluding that although their reading can be “slightly slow” they are otherwise “competent.”
Neither should employers expect a diagnosed dyspraxic, (people with poor physical coordination), to be falling down all over the office.
The LSE research similarly claims that too much emphasis has been put on a dyspraxic sufferer’s ‘lack of motor coordination.’ The findings go on to say that by the time these people become adults, and thus enter the world of work, they have largely improved on their physical balance and relative coordination on their own, as a coping mechanism. Humans are resilient creatures after all.
What these candidates look like
1. A dyslexic
Good verbal and reasoning abilities
Challenges with: short term memory and ‘word awareness, ‘ (including literacy and syllable formation, also known as phonological awareness).
By having specific areas of weakness, they tend to have even stronger talents elsewhere
Challenges with: sensory sensitivity (commonly noisy environments or brightly lit spaces), difficulty operating office equipment, (related to motor-coordination issues), and difficulty interpreting information from different sources
How to support employees with these conditions
Sufferers from these conditions can also experience feelings of low-confidence and self-esteem, but this isn’t endemic in these people. Such feelings are a result of a culture of silence around these learning difficulties including a lack of awareness about their manifestations and effects on people.
Lack of discussion breeds diminished confidence
By and large, this lack of knowledge and understanding is perpetuated by people that don’t suffer from them. And this is often done unknowingly.
Annie May is the Features Editor at Real Business and Business Advice. Following her graduation from LSE, she embarked upon a freelance career in current affairs journalism. Annie has written on subjects varying from African history and contemporary politics to community business and current affairs news in London. At Real Business and Business Advice, Annie is passionate about highlighting inclusive and diverse business disruptors and organisations for our evolving readership. Annie believes in fostering community inclusion and has volunteered for organisations such as Fairfield House, a UK based Rastafari centre and a senior citizen association for ethnic minority men and women.