I am myself dyslexic and it is true this employee's dyslexia is a very sensitive area.  (I was also not sure of your terminology in respect of wanting to "tackle this" and also in respect of "making resonable adjustments".  These terms could be deemed highly offensive by the employee.  Just because this latter term is used in current literature does not make it acceptable to all.)

To resolve your problem, could I suggest asking another employee with dyslexia or similar who may be getting support already to talk with them about the possibility of being dyslexic - they would be able to share their experiences to some extent.  I am assuming you haven't obtained an official diagnosis so at this stage it's just guess work.  To note, ADHD can sometimes look like dyslexia.

I think there is one issue that you need to acknowledge and that is that dyslexics are not "disabled" but simply think differently.  Instead of moving forwards and viewing this individual as only requiring additional needs e.g. using special software such as text read and write, you might want to think about any special talents they have.  This could include high problem solving ability even being exceptionally creative and highly strategic.  If you are prepared to acknowledge their weaknesses in comparision to most other employees as well as their strengths you will probably move forwards.  In order words, focus on their additional needs and also their strengths but you will need to do this honestly as dyslexics can be very very perceptive people.  The employee is also likely to have very low self esteem and be very sensitive.  This will have come about through many years of subtle criticsm by others and obviously any reference to their dyslexia will be seen in the same way.  It's then down to you to create a positive environment i.e. the company want to support you and tap into your talents not terminate your employment.  You need to emphasis this otherwise you will end up offending the employee in the worst possible way you could.

Hi Julie,

Thank you for the feedback, it's very useful.

I say "tackle this" because we are encountering problems with her current work and we need to address it before the problems get worse.  But my aim is to help her as much as possible, and as you said, make best use of her talents, and it would be difficult to do this without addressing her potential dyslexia.  I like your suggestion of finding someone in the organisation to support, but in the absence of this, we need to have a positive focussed conversation about it - and it may come as a shock to her.  Do you think it is best to discuss it openly or let her come to her own conclusions and discuss it if she wants to?

Hello again, apols for the delay in responding.  I can appreciate that this situation is quite tricky to deal with, and even tricker if the person turns out to be in denial.  I guess you will have to approach this carefully perhaps with a suggestion that they might have dyslexia or similar i.e. ADHD/ADD - remember one can look like the other but a different test is needed to determine this.

Perhaps you could have a look at http://www.adultdyslexiacentre.co.uk/extra2.html as they appear to know what they are talking about in my opinion. 

You could also suggest that the employee reads around the subject of dyslexia by googling.  You never know they might just see themselves.

Hope this helps.  Good luck!

Hi Louisa,

I can relate to your query as I have been involved in supporting colleagues who are discovering minority learning styles in the workplace that were not picked up through the education system.

I think it is important to be honest about the performance issues, even though it is sensitive. A useful starting point may be a standard learning style questionnaire to open discussion about how the employee learns and what work methods they find most helpful. This approach helps to get away from the potential labels and focuses more on how you can help them play to their strengths and fulfil their potential. The input of a qualified occupational psychologist is vital - they will advise on how the individual can maximise their abilities.

I have developed a 'positive about dyslexia guide' for clients, with more tips and positive examples of dyslexic role models, which I would be happy to share with you - please get in touch in you would like to see a copy.

Best wishes,

Vanessa

Energise - people development & diversity

www.energise.webeden.co.uk

Hello  Louisa and Nicola

Although the conversation has been taking place for a while now, I have something new to add which, if you haven't found the solution yet is worth exploring. 

I am a professional in the area of developement for dyslexics, using techniques designed to work in synergy with the person's natural learning style (i.e. right brain picturing, sensing).  Although designed for 'dyslexics' it also emompases the other characteristics of dyscalculia, dyspraxia, dysgraphia, ADD and AD/HD. 

Because my work is based on learning style and personal development, it is not necessary to have a person formally tested for dyslexia and nether do you need to have the person recognise that they are or maybe dyslexic.  The key factors are whether the person recognises and accepts that there is a performance issue (which can be addressed), is motivated to undertake a development programme and whether I assess them as being likely to respond to the techniques.  The assessment in this case takes the form of a focused discussion (collecting evidence in much the same way as a competency based interview) and a set of practical activities.   Programmes are individually tailored to suit the specific needs of the client - which includes moderation of language where necessary.

I am also a coach and have just recently completed designing a dyslexia development programme specifically for the corporate market.  Please visit www.unleashing-potential.co.uk for more information.

Kind Regards

Anna Stephens