This article provides an introduction to dyslexia 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 Dyslexia?

Dyslexia is a neurodivergent condition. For many years, dyslexia was defined as a condition that affects the skills involved in accurate and fluent word reading and spelling (Rose, 2009).

However, in 2024, a new definition was published. This definition explains dyslexia as a set of processing difficulties that affect how people learn to read and spell (Delphi, 2024). This highlights that processing challenges are central to the diagnosis of dyslexia, rather than being limited to literacy-specific difficulties.

While this definition continues to recognise phonological processing (understanding and working with the sounds of language) as a hallmark of the condition, it also acknowledges the role of other factors such as working memory, orthographic skills (recognising written word patterns) and processing speed. This also shows that dyslexia can impact other skills, such as reading comprehension and learning additional languages.

It is important to note that dyslexia does not impact intelligence, and it is a lifelong condition that can cause everyday challenges. As with other neurodivergent conditions, each individual’s experience of dyslexia is unique, and as such, each dyslexic individual will have their own needs, strengths, and challenges.

Common Challenges

Again, everyone experiences dyslexia differently, however, common characteristics of dyslexia include:

• Processing difficulties, including having to re-read text to fully understand it, which can impact reading speed
• Mixing up the order of letters or confusing letters and words that look similar
• Difficulties with spelling, punctuation, and grammar
• Challenges getting ideas on paper, which can impact writing speed
• Organisation and memory challenges (e.g. forgetting instructions or dates)
• Fatigue or mental overload, due to additional effort exerted as a result of challenges
• Low self-esteem, especially if difficulties aren’t identified early (NHS, 2024)

Stress, tiredness, and the way information is presented (e.g. dense text formatting) can sometimes make these challenges more pronounced.

Dyslexia and Vision

Many people think dyslexia is a visual challenge, but experts have shown that it is not caused by vision difficulties and rather comes from differences in how the brain processes phonological information (the sounds of language).

Visual difficulties can sometimes co-occur alongside dyslexia, but these are separate issues. For example, things like coloured overlays or special fonts may make reading more comfortable, but they do not solve the underlying language-processing difficulties that accompany dyslexia.

Co-Occurrence

Dyslexia often occurs alongside other conditions. For example:

• Dyslexia and ADHD: 15–40% co-occurrence (Cleaton & Kirby, 2018)
• Dyslexia and Dyscalculia: 20–40% co-occurrence (Cleaton & Kirby, 2018)
• Dyslexia can also be linked with mental health challenges, such as anxiety, depression, and low self-esteem – often because of the difficulties and frustrations it can create in daily life (BDA, n.d.)

Dyslexia and the Workplace

Individuals with dyslexia can showcase a wide and diverse range of strengths and capabilities, such as:

• Big-picture thinking – seeing the overall concept and vision, which supports innovation and long-term planning.
• Creativity and innovation – approaching tasks and problems in original ways, often thinking laterally and generating fresh, imaginative ideas. Often excelling in artistic industries, for example graphic design.
• Entrepreneurship – using problem-solving skills, resilience, and creativity to build new projects, businesses, or initiatives, with many dyslexic individuals excelling in leadership and enterprise.
• Resilience – developing strong perseverance and determination in the face of challenges, often turning difficulties into motivation to succeed.
• Visual thinking – processing and understanding information in a visual, spatial way, which can support strengths in design, engineering, art, and other creative sectors (Succeed with Dyslexia, 2025).

These qualities can make dyslexic individuals valuable contributors in the workplace, supporting innovation, creativity, and problem-solving within their teams, in addition to fostering adaptability and entrepreneurial thinking.

People with dyslexia often experience various challenges and barriers in the workplace. This can include:

• Difficulties with reading and writing speed, which may slow down tasks compared to colleagues
• Spelling or grammar errors, even when knowledge of content is strong
• Memory challenges, such as forgetting instructions or details
• Note-taking difficulties in meetings, struggling to capture key information whilst simultaneously participating in the meeting conversation
• Time management challenges, including prioritising and organising tasks
• Processing difficulties, such as struggling to follow long or complex verbal instructions

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

Some employers may feel unsure about how best to support employees with dyslexia, particularly when it comes to understanding the challenges they face and knowing which adjustments or strategies could be beneficial.

What can Employers Do?

Under the Equality Act (2010) those with dyslexia are legally protected against discrimination, victimisation, and failure to make reasonable adjustments when their dyslexia has a significant impact on their daily life and work.

Reasonable adjustments are changes an employer makes to remove or reduce a disadvantage related to someone’s disability. These adjustments should be specific and tailored to each individual person, in line with their unique challenges, strengths, and 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. Below are some ideas for reasonable adjustments that could be implemented to support dyslexic employees.

Whilst adjustments and targeted strategies can significantly reduce barriers and provide effective support, they do not eliminate the challenges entirely. Although its impact can be managed successfully with appropriate interventions, it a is a lifelong neurodevelopmental difference.

For the Individual

There are various kinds of reasonable adjustments that can be implemented to support dyslexic people in the workplace. This can include:

• Adjustment: Text-to-speech software that allows individuals to hear text read aloud.
  Benefit: Supports reading speed, accuracy, and comprehension by reducing strain and processing difficulties.
• Adjustment: Use captioning software that can automatically transcribe meetings and support digital notetaking.

Benefit: Enables efficient tracking of information in virtual settings, allows users to annotate notes quickly, and provides literacy support by displaying spoken content as readable text.

• Adjustment: Speech-to-text software to enable dictation instead of typing.
  Benefit: Improves writing speed and reduces spelling and grammar errors, allowing ideas to flow more freely.
• Adjustment: Providing written follow-ups after meetings, along with clear verbal and written instructions.
  Benefit: Reduces reliance on memory, ensures clarity, and allows employees to review information at their own pace.
• Adjustment: Using dyslexia-friendly formatting, such as accessible fonts, clear structure, headings, and colour to highlight key information (see the British Dyslexia Association’s Style Guide).
  Benefit: Makes written materials easier to read and process, reducing fatigue and frustration.
• Adjustment: Allowing additional time for reading or writing tasks.
  Benefit: Reduces stress from time pressure and enables employees to complete tasks accurately and confidently.

Other services that could be implemented include specialist coaching to support dyslexic employees to develop and maintain effective strategies to support their goals, such as organisation, memory, and written communication. This can boost productivity, engagement, as well as support employee wellbeing and confidence.

Organisational Level Adjustments

A lack of awareness, as well as stereotypes and stigma, can sometimes limit access to support dyslexic individuals. To address this and foster inclusion, organisations can provide training and education, including dyslexia awareness training for staff and management to increase understanding of dyslexia and how to implement effective adjustments. This is particularly important for Line Managers and HR professionals, who play a key role in supporting dyslexic employees.

Other adjustments that can be implemented on an organisational level to support dyslexic people include:

• Adjustment: Embedding dyslexia-friendly design principles in workplace documents and communications, as well as on customer facing interfaces, such as websites (e.g., accessible fonts, clear layouts, and plain language).
  Benefit: Creates an inclusive environment where written information is more accessible to all employees, as well as potentially dyslexic customers.
• Adjustment: Normalising the use of assistive technologies, such as text-to-speech and dictation tools.
  Benefit: Reduces stigma and ensures that dyslexic employees feel supported in using tools that enhance their performance. This can also increase accessibility to digital information, supporting teams to become more inclusive.
• Adjustment: Ensuring clarity on deadlines, including providing written instructions, and provision of additional time for tasks where needed.
  Benefit: Reduces stress and cognitive load, helps with time management, and ensures understanding of expectations without relying solely on memory.
• Adjustment: Allow flexibility in how information, such as key tasks and projects, can be presented (e.g., verbally, via video updates, or through visuals rather than written text).
  Benefit: Supports diverse learning styles, improves comprehension, and reduces barriers caused by difficulties with written information processing.
• Adjustment: Ensure clarity on where employees can access support and request reasonable adjustments.
  Benefit: Encourages self-advocacy, increases confidence in seeking support, and ensures employees can easily access the resources they need to perform effectively.
• Adjustment: Offer staff networks and Employee Resource Groups (ERGs) for neurodivergent and other disability groups.
  Benefit: Fosters inclusion and belonging, provides peer support, and enables sharing of strategies and experiences that improve workplace wellbeing and productivity.
• Adjustment: Ensure recruitment processes are inclusive and fully accessible (e.g., providing interview questions in advance, using plain language, and allowing alternative formats for assessments).
  Benefit: Creates equitable opportunities for candidates with dyslexia, reduces anxiety related to literacy-based tasks, and enables individuals to demonstrate their true skills and potential.

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.

We offer a range of services tailored to support both individuals and organisations, including those with or who want to support dyslexia, 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.
• Workplace Needs Assessments: If you are unsure of where to start with reasonable adjustments for dyslexia, 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 dyslexic people 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 dyslexia. This can be especially useful for line managers and HR teams, and supports organisations to better understand dyslexia, as well as associated challenges, and methods of support.

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

Sources:

Dyslexia – NHS

Signs of dyslexia (adult) – British Dyslexia Association

7 amazing dyslexic strengths that will make you say ‘huh, why didn’t I notice that’?  | Succeed With Dyslexia

What reasonable adjustments are – Reasonable adjustments at work – Acas

Why Do We Find it so Hard to Calculate the Burden of Neurodevelopmental Disorders | Insight Medical Publishing

Anxiety and mental health – British Dyslexia Association