This article provides an introduction to Dyspraxia in adults, outlining potential impacts in the workplace, and offering guidance on reasonable adjustments. It also highlights what services iDiversity can offer to support organisations to create more inclusive environments through practical support and expert advice.

Disclaimer: The information in this article uses current language, guidance, and best practices available at the time of writing. While we strive to keep our content accurate and up to date, standards and terminology may evolve over time. We welcome and encourage feedback if you notice information that could be improved, clarified, or updated to better reflect current guidance.

What is Dyspraxia (Developmental Co-ordination Disorder (DCD))?

Dyspraxia, also known as Developmental Co-ordination Disorder (DCD) is a neurodivergent condition which primarily impacts movement and co-ordination, such as balance and fine motor skills (NHS, 2020).

For adults, Dyspraxia can continue to present challenges with co-ordination, movement, and balance. This can cause further challenges, such as:

• Navigation and spatial awareness, such as reading maps, travelling to new or unfamiliar locations, and judging distance (e.g. when walking past another person).
• Speech, including expressing themselves and finding the correct words to say.
• Using fine motor skills, such as typing, using a mouse, handwriting, and using cutlery – which can cause certain tasks to take longer to complete.
• Fatigue, which can result from the additional effort required to manage these challenges.
• Social awkwardness and confidence challenges due to the difficulties associated with their condition.
• Planning and organisation, including organising thoughts and tasks, such as time management and planning (NHS, n.d.).

Dyspraxia is a lifelong condition. However, as individuals grow older, they may develop strategies and coping mechanisms to help manage their challenges, particularly if they receive a diagnosis and support early on. Many also build strengths in other areas and seek out environments that play to those strengths. This means that while Dyspraxia does not disappear, the way it presents can look different across a person’s life.

That said, many individuals go undiagnosed and therefore do not receive appropriate support to consciously develop these strategies. Some may only begin to recognise their challenges later in life, while others may be less aware of them because they naturally choose environments that highlight their strengths rather than expose their difficulties.

Like other neurodivergent conditions, it is important to note that each individual’s experience of Dyspraxia is unique, and so the presentation of Dyspraxia can vary widely between individuals (BDA, n.d.). Dyspraxia also does not impact an individual’s intellectual ability.

Some other interesting facts about Dyspraxia:

• In the UK it is estimated that around 3-5% of adults have some kind of Dyspraxia, and many people are not diagnosed until adulthood (CUH, n.d.).
• Dyspraxia commonly co-occurs with conditions such as ADHD, Autism, Dyslexia, and Dyscalculia (GMB, 2018).
• Dyspraxia can run in families, alike other neurodivergent conditions (QMU, n.d.).

Support for Dyspraxic individuals often includes Occupational Therapy to build independence and motor skills. Cognitive Behavioural Therapy (CBT) can also be recommended to manage thinking and behavioural patterns.

Dyspraxia and the Workplace

Dyspraxic individuals have a wide and diverse range of strengths and capabilities, such as:

• Creativity and innovative thinking – approaching tasks and challenges from unique angles, generating original ideas, and finding imaginative solutions that others may not consider.
• Problem-solving skills – demonstrating resourcefulness and adaptability when faced with difficulties, often developing practical strategies to overcome obstacles.
• Determination and resilience – showing perseverance in the face of setbacks, with a strong ability to keep going despite challenges and to learn from experiences.
• Empathy and compassion – having a deep understanding of others’ feelings and perspectives, which fosters kindness, strong interpersonal relationships, and supportive teamwork. (CUH, n.d.)

These qualities can make Dyspraxic individuals valuable contributors to the workplace, helping teams and projects thrive through fresh perspectives, emotional insight, and a strong drive to succeed. This can also support Dyspraxic individuals to develop their own strategies to overcome challenges.

Dyspraxic individuals often experience various challenges and barriers in the workplace, which can include:

• Managing workload organisation, including time management and forward planning.
• Following verbal instructions due to processing and memory challenges.
• Concentration, which can be associated with managing related challenges.
• Navigation, such as travelling to and from meetings, working out journey times, going to new locations, and navigating the office space, particularly if this is cluttered or if there are no navigation aids.
• Spatial awareness, such as navigating around colleagues, tripping, and minor injuries.
• Using certain equipment, such as provided keyboards and mice.
• Fatigue and / or stress that comes with managing challenges and the additional effort exerted (Dyspraxia Foundation, 2013).

These challenges are often manageable with appropriate support and understanding, and with the right adjustments, these individuals can flourish and thrive in the workplace.

Unfortunately, a lack of awareness about the condition can leave some employers uncertain about how best to support Dyspraxic employees.

What can Employers Do?

Under the Equality Act (2010) Dyspraxic individuals are legally protected against discrimination, victimisation, and failure to make reasonable adjustments.

Reasonable adjustments are changes an employer makes to remove or reduce a disadvantage related to someone’s disability. Whilst not all Dyspraxic individuals identify as being disabled, Dyspraxia meets the relevant criteria under this legislation. These adjustments should be specific and tailored to each individual person, in line with their unique needs (ACAS, 2025).

When advising on reasonable adjustments, it is important to remember that not every request is automatically considered reasonable. What is “reasonable” will depend on the needs of the individual, practicality, affordability, and the potential impact on others or on service delivery. Ultimately, it is for the organisation to decide what adjustments are reasonable, while ensuring decisions are fair, consistent, and in line with equality legislation.

Reasonable Adjustments

It is important to note that no single set of adjustments will suit everyone. Therefore, it is essential to consult directly with the employee to understand their specific challenges, preferred tools, and desired support. This person-centred approach ensures that adjustments are effective and impactful, and supports self-advocacy, which includes understanding and asserting needs through effective communication and choices. Below are some ideas for reasonable adjustments that could be implemented to support Dyspraxic employees.

For the Individual

There are various kinds of reasonable adjustments that can be implemented to support Dyspraxic individuals. This can include the provision of assistive equipment. This equipment supports individuals to perform tasks more efficiently, comfortably, or independently, as well as removes barriers and supports ease of access. This could include:

• Adjustment: Desktop ergonomics, and use of alternative equipment, such as an ergonomic mouse and ergonomic keyboard.

Benefit: Use of such equipment provides Dyspraxic individuals with improved motor control, reduced strain, manages accidental movement, and can be easier to control with better accuracy for those who experience challenges with fine motor coordination.

• Adjustment: Assistive technology, such as the use of dictation software, also known as speech-to-text software.

Benefit: This reduces fatigue from writing or typing, increases speed and efficiency, and allows the user to focus on the content of their writing, rather than the mechanics.

Reasonable adjustments can also include adjusting the individual’s environment or ways of working to reduce barriers, such as:

• Adjustment: Providing individuals with a fixed desk in an area that is easily accessible and identifiable, such as at the end of a row, a stand-alone desk, or near an orientation marker (e.g., identifiable landmarks in the office). If this is not possible, early access to desk booking is advised.

Benefit: Reduces the stress of locating a workspace each day, ensures the desk can be easily found, and minimises navigational challenges such as tripping or bumping into obstacles.

• Adjustment: Allowing additional time for travelling to new locations or providing support with alternative travel arrangements.

Benefit: Reduces anxiety and stress linked to navigation challenges, enabling the individual to arrive prepared and focus on the meeting or event rather than the journey itself.

• Adjustment: Using visual aids such as planners, wall calendars, colour-coded systems, or digital task management tools.

Benefit: Supports organisation, planning, and time management by providing clear, tangible references and reducing reliance on memory alone.

• Adjustment: Providing written prompts or summaries after verbal instructions and meetings, and where possible, breaking down tasks into clear, step-by-step instructions.

Benefit: Reinforces memory and understanding, reduces cognitive overload, and assists with accurate task completion.

Other services that could be implemented include specialist coaching to support Dyspraxic employees to develop and maintain effective strategies to support their goals and productivity, such as keeping up with deadlines or organisation. This can boost productivity, engagement, and support employee wellbeing.

On an Organisational Level

As discussed above, awareness of Dyspraxia can be very limited, which can limit access and implementation of support. To aid this, organisations can also provide training and education for staff and management to support understanding and provision of adjustments in the workplace. This would be especially beneficial for Line Managers to effectively manage and support Dyspraxic team members.

Other adjustments that can be implemented on an organisational level to support Dyspraxic individuals include:

• Adjustment: Implementation of universal design principles (design that is usable by all people, to the greatest extent possible, without the need for adaptation or specialised design) when considering office layouts. This can include clear signage, clutter-free walkways, and ensuring individuals are given sufficient room to move around.

Benefit: Reduces the risk of accidents or trips and supports effective, independent navigation around the office.

• Adjustment: Use of colour-coded or numbered locators throughout the office (e.g., “Red Meeting Room 1”) and provision of maps where the workspace is large or complex.

Benefit: Provides clear, reliable orientation cues and aids navigation, reducing stress or confusion when moving between locations.

• Adjustment: Establish organisational expectations around communication, including following up verbal discussions in writing, providing step-by-step instructions, and offering visual supports where appropriate.

Benefit: Standardises supportive communication practices, reinforces memory and understanding, reduces cognitive overload, and assists with accurate task completion.

• Adjustment: Normalise flexible working arrangements, allowing staff control over their work environment where office-based settings may contribute to fatigue or stress.

Benefit: Provides autonomy and flexibility, enabling employees to manage cognitive load effectively by balancing home and office working environments.

Disclaimer: The examples provided are for guidance purposes only and are not exhaustive. What is considered a ‘reasonable adjustment’ will vary depending on the circumstances, and it is the responsibility of each organisation to determine this in line with equality legislation.

If you would like to learn more about implementing adjustments for neurodivergent employees, please see our previous article on neurodiversity in the workplace.

Where needed, Access to Work is a government scheme that can provide practical and financial support to help people with disabilities, health conditions, and mental health conditions to get or stay in work. It is designed to remove barriers and provide support to implement adjustments in the workplace. Find out more at – Access to Work – iDiversity Consulting.

At iDiversity, we provide a range of services, many of which can be funded via Access to Work. Please see below for more information on our services, and how we can help.

How can iDiversity Help?

iDiversity are a specialist consulting team delivering advice and services that enable disability solutions, accessible technology, and promote inclusion in the workplace.

At iDiversity we offer a range of services tailored to support both individuals and organisations, including those with or who want to support Dyspraxia, including:

• Assistive Technology and Equipment: From desktop ergonomics to assistive equipment and software, we provide and advise on a range of solutions. You can explore our offerings in the iDiversity Shop. We also provide Assistive Technology Training in order to support individuals to effectively and productively use new technologies.
• Workplace Needs Assessments: If you are unsure of where to start with reasonable adjustments for Dyspraxia, we provide one-to-one assessments. These result in tailored reports outlining recommended adjustments and tools to support individual productivity and wellbeing, including assistive software or potential changes in working practices. Each assessment is unique, and consideration is given to each person’s role, responsibilities, and individual challenges.
• Coaching Services: We provide a range of coaching services including neurodiversity workplace strategy coaching that aids individuals to develop tailored strategies to thrive at work and achieve goals. This could benefit many Dyspraxic individuals by supporting them to navigate workplace challenges, build confidence, and develop strategies to manage areas such as organisation and time management.
• Awareness Training: We deliver engaging sessions to support awareness and understanding of disability and neurodiversity in the workplace, including Dyspraxia. This can be especially useful for line managers and HR teams, and supports organisations to better understand Dyspraxia, associated challenges, and methods of support.
• Diversity and Inclusion Strategy Support: For organisations looking to embed inclusive practices at a systemic level, we can help you design and implement effective D&I strategies. This also includes support with marketing and communication for inclusion projects.

If you want to learn more or are interested in our services to support Dyspraxic individuals in the workplace, please contact the team using the links below.

Sources:

Dyspraxia in adults – NHS

Dyspraxia (DCD) – British Dyslexia Association

What is Dyspraxia? – Disability and Dyslexia Service

Dyspraxia in adults – NHS

Dyspraxia, or Developmental Coordination Disorder (DCD) | CUH

https://www.dyspraxiacollective.co.uk/wp-content/uploads/2024/09/dyspraxia-foundation-dyspraxia-in-the-workplace-for-employees.pdf

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