Dear Reader,
This week, we're exploring dyslexia - the most common form of neurodivergence in the workplace, affecting 10-15% of the population. That's potentially 1 in 7 of your colleagues, yet many organisations remain surprisingly unaware of both the challenges and extraordinary strengths that dyslexic employees bring to their teams.
What makes dyslexia particularly interesting from a talent perspective is how it's simultaneously the most researched and most misunderstood neurodifference. While most people associate it purely with reading difficulties, workplace dyslexia manifests as a complex profile of challenges with text-based processing alongside exceptional strengths in creative thinking, problem-solving, and strategic reasoning.
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What's the Reality for Dyslexic Talent?
Dyslexia affects how the brain processes written language, but its impact in the workplace extends far beyond reading difficulties. Dyslexic individuals often struggle with traditional text-heavy processes, such as lengthy written reports, dense email communications, and detailed written instructions, while excelling in areas that leverage their natural cognitive strengths.
Research consistently shows that dyslexic individuals demonstrate superior performance in spatial reasoning and 3D visualisation. Cambridge University research identifies them as explorative thinkers with enhanced abilities in discovery, invention and creativity. Studies indicate that they excel at creative problem-solving, with the EY/Made by Dyslexia Value of Dyslexia report showing that they perform strongly across cognitive abilities, system skills, and complex problem-solving, exactly the skills identified as growing in demand by the World Economic Forum's Future of Jobs Report 2020.
Virgin's Richard Branson, Body Shop founder Anita Roddick, and Ikea's Ingvar Kamprad are all dyslexic entrepreneurs who attribute their business success partly to thinking differently. Cass Business School research found that 35% of American entrepreneurs are dyslexic, with these individuals showing particular strengths in oral communication, delegation abilities, and harnessing their capacity to think differently from others.
In workplace contexts, dyslexic employees often become the team members who challenge assumptions, ask different questions, and synthesise complex information into clear, actionable insights. Research from Randstad Enterprise and Made by Dyslexia's Intelligence 5.0 report found that dyslexic thinking skills, including complex problem-solving, lateral thinking, and creative communication, are the most in-demand skills in every job across all sectors globally. They frequently excel in verbal communication and presentation, being natural storytellers who can engage and motivate teams effectively.
However, traditional workplace systems often inadvertently exclude this talent. Email-heavy communication cultures disadvantage employees who process information better verbally. Written assessment processes often overlook candidates whose intelligence and capabilities shine through in different modalities. Performance review systems that emphasise documentation over impact may undervalue contributions from individuals with dyslexia.
The reality of accommodation is often simpler than organisations expect. Text-to-speech software, audio recording of meetings, visual project management tools, and alternative communication methods can significantly enhance the productivity of a dyslexic employee. Many adjustments - like providing meeting agendas in advance or offering verbal briefings alongside written ones - improve effectiveness for entire teams.
Crucially, many dyslexic professionals have developed such effective coping strategies that colleagues never realise they're dyslexic. They may use voice dictation, visual thinking tools, or collaborative approaches that actually enhance team performance whilst managing their own processing differences invisibly.
Stories from the workplace
This brings to mind the birth of Virgin Atlantic in 1984, a perfect example of how dyslexic thinking can revolutionise entire industries. The story began when Richard Branson was stranded on a cancelled flight to Puerto Rico. Rather than simply wait for the next available flight like most passengers would, Branson's brain approached the problem differently.
Where others saw an inconvenience, Branson saw an opportunity. He chartered a private plane, then walked around the airport terminal with a makeshift sign offering seats to other stranded passengers for a small fee to cover costs. As he later described it: "I always looked at what the customer wanted and found creative ways to give it to them."
This wasn't conventional business thinking—it was the kind of lateral problem-solving that dyslexic minds excel at. Instead of accepting the system as it was, Branson intuitively understood that air travel could work differently. He saw the big picture: customers were being poorly served by established airlines that had become complacent about the passenger experience.
When Virgin Atlantic launched, Branson approached the industry from a completely fresh perspective, focusing obsessively on customer experience rather than operational efficiency. He attributes this unconventional approach directly to his dyslexic thinking: "I tend to see things in pictures, which has helped me come up with solutions others might not consider."
What made this remarkable wasn't just the business success—it was how Branson's different way of processing information became Virgin Atlantic's greatest competitive advantage. While established airlines were trapped in traditional operational thinking, Branson's visual, big-picture approach allowed him to reimagine what air travel could be.
The lesson wasn't lost on the industry. Virgin Atlantic's customer-focused innovations forced competitors to rethink their own approaches, ultimately improving air travel for everyone. This is dyslexic thinking in action—not just solving problems differently, but solving problems others hadn't even recognised existed.
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The Neuro-Inclusive Festive Party Guide
Read the full guide here!
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One change for immediate action
Become a dyslexia ally by diversifying how information flows in your team.
This week, try this simple shift: alongside written communications, offer verbal alternatives. Before sending that lengthy email brief, ask "Would it help if we talked through this first?" When sharing documents, offer to discuss key points verbally. In meetings, summarise important information aloud rather than just referencing written materials.
Most importantly, challenge text-centric assumptions when you hear them. If someone suggests a colleague isn't "detail-oriented" because they ask for verbal clarification, reframe it: "They might process information more effectively through discussion" or "Their questions often help us all understand things better."
When presenting information, think beyond traditional formats. Use visual aids, storytelling, and interactive discussions alongside written materials. These approaches don't just help dyslexic colleague, they often make information more accessible and engaging for everyone.
With 1 in 7 people being dyslexic, your inclusive communication practices can unlock significant hidden potential in your team while creating more dynamic, effective ways of working for everyone.
And finally, a question for you?
Do you have team members who excel in strategic thinking, creative problem-solving, or verbal communication but seem to avoid detailed written tasks or ask for verbal clarification of written information? How might understanding dyslexia change how you recognise and leverage different types of thinking in your workplace?
Reply to share thoughts - I'm particularly interested in examples of colleagues whose unconventional approaches to information processing have led to breakthrough insights or innovative solutions.
See you next week!
Tania
FIVE ways you can work with me:
- Neuro-inclusive Recruitment Audit: Understand what practical steps you can take to ensure your recruitment process is inclusive for all.
- Training: From line managers to leaders, global HR teams to recruitment, awareness sessions to champion training.
- Consultancy: Policy writing, process redesign, reviewing neurodiversity materials, data, ERG launches - anything neurodiversity at work related!
- Coaching: One-to-one coaching to help support an individual navigate the world of work as someone who is neurodivergent
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