5 Things I Wish Employers Knew About Dyspraxia
Dyspraxia is a lifelong neurological condition that primarily affects motor function. By the time a person with dyspraxia is old enough to be employed, they have likely already experienced a lifetime of overcoming challenges, from being persistent when learning new things, to finding new ways of adapting to situations by thinking outside of the box.
Any task that requires the mind-body mechanism, others may take for granted. Everyday tasks such as eating, cooking, cleaning, getting dressed, organising, processing and verbalising thoughts, following instructions, retaining information, following directions, driving, and travelling can be more difficult, requiring more concentration. A person with dyspraxia may also have sensory issues, such as sensitivities to noise, touch, light and taste.
1) Sometimes new tasks and skills might take a little longer to learn, but dyspraxic people are more than capable
Adequate training is so important. Hiring someone and expecting them to do every aspect of the job straight away is unrealistic, especially if there is no one to train or show your new employee how to do parts of the job. This can be highly stressful for an employee with dyspraxia, and in fact any other employee, whether they’re neurotypical or neurodivergent.
Asking your employee how you can support them, discussing reasonable adjustments early on and committing to following through on those adjustments will help your employee settle in to their new role more easily.
With the right support, understanding and trust between you and the employee, a person with dyspraxia can absolutely flourish in their role, along with their newfound self-assurance and confidence. Be patient and allow sufficient time for your employee to master new skills.
Photo: @amyhirschi, Unsplash. Two people in office wear are standing next to each other in front of a desk. The photograph shows the people from the shoulders down. On the desk is an open laptop. One of the people is pointing to a sheet of paper on the desk with a pen.
2) Explicit, written instructions can be super helpful
Depending on the individual, a person with dyspraxia may struggle with processing verbal instructions and retaining information. People with dyspraxia are often going over details in an attempt to follow instructions correctly and not miss anything. This can be exhausting and anxiety-inducing. Written instructions, with steps broken down, as well as a demonstration when learning something new, can be especially helpful because there is something to follow and refer back to.
3) A little encouragement, as well as empathy and acceptance, can go a long way in building someone’s confidence
Sometimes a little encouragement can be transformational for a dyspraxic person. As a person with dyspraxia may have spent their whole life questioning if they have got things right and double checking if they are following the right instructions, it can be a great confirmation to hear that they are on the right track with the job. This takes away the energy expenditure of thinking and questioning, so they can focus on doing a great job. Many people with dyspraxia deeply care about doing an exceptional job to the highest standard, responding to feedback and striving to deliver great results.
4) Flexibility with working locations can support a person with dyspraxia significantly
Not offering the option of remote work and requiring your employee to be in the office all the time is not truly accessible and inclusive. Every aspect of the day often requires extra concentration to execute any task that involves the mind-body mechanism with dyspraxia. Coordinating everyday tasks like showering, getting dressed and ready, making food, packing a bag and potentially trying to find lost things can be exhausting. These tasks can take longer too.
By the time a person with dyspraxia reaches your workplace, they may already be suffering with anxiety and sensory overload from a commute, and be tired after a morning of doing the everyday tasks that can be more difficult for them. Remote working can drastically reduce a lot of this stress and free up energy that can be directed towards their job. Feeling supported with this can help someone feel calmer and able to focus on learning the job and developing within the role effectively.
5) Dyspraxia shows up in each individual very differently and each person will have a unique set of strengths and weaknesses.
Dyspraxia may be mild, moderate or severe in individuals, and affects people in different ways. People with dyspraxia often have exceptional strengths in certain areas, whilst performing poorly in others. Tapping into the spiky skills of a person with dyspraxia can give your organisation a market edge.
The Dyspraxia Foundation highlights, ‘The aim must be to bridge the areas of difficulty and release the potential. Persistence, determination and extremely hard working are all characteristics associated with dyspraxia – which makes people with this condition valuable employees.’
GCHQ (Government Communication Headquarters) hires and values the spiky skills of employees with dyslexia and dyspraxia because of their creative thinking, problem solving ability, self-awareness and unique way of processing information, as shown in this story about a man with dyslexia and dyspraxia who launched into a successful GCHQ career.
Whilst there may be learning curves that you and your employee may need to work through, a person with dyspraxia can be a huge asset to your team. With the right support, training and adjustments, there is no reason why your employee cannot do their job exceptionally well and be an integral member of your team.
A thorough and useful resource for supporting employees with dyspraxia is The Dyspraxia Foundation’s employer guide to dyspraxia: Working with Dyspraxia, A Hidden Asset.
Written by Jess Burman
