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ready to tap into the power of Dyslexic Thinking? here’s how.

Learn six talent acquisition and development strategies for helping dyslexic thinkers thrive at your organization.

learn 6 talent acquisition and development strategies for helping dyslexic thinkers thrive at your organization

Since it was first clinically described in 1881, dyslexia has largely been viewed as a disability. The stigma around dyslexia — for both other people and those with dyslexia themselves — has long impacted how they are treated throughout their lives, from school to the workplace. But nearly 150 years after its discovery, more people are finally recognizing the truth about the condition: “Dyslexic Thinking” is a key strength that businesses will increasingly rely on to meet the needs of the future.

What makes Dyslexic Thinking so useful? Well, dyslexics typically display higher than average proficiency in areas like communication skills, creative thinking, problem solving and interpersonal skills. At the same time, the World Economic Forum’s Future of Jobs Report 2023 reveals what organizations say are the most important skills. These include areas like analytical thinking; creative thinking; resilience, flexibility and agility; motivation and self-awareness; and curiosity and lifelong learning — each of which align with the dyslexic thinker’s skillset.

Dyslexic Thinking will also be instrumental with the rising use of AI and its yet to be fully realized effect on the workplace. While AI isn’t expected to replace all jobs as some might fear, it will require people to learn how to work together with AI. Once again, dyslexic thinkers have an inherent advantage. Collaborating effectively with AI requires several traits aligned with Dyslexic Thinking, like complex problem-solving ability, adaptability, creativity and innovation.

As AI continues to evolve and the types of skills needed in the workforce change in lock step, the value dyslexics can bring will only increase. And with between 20 and 25% of the global population thought to be dyslexic, there are plenty of people with those desired skills. However, to fully benefit from the power of Dyslexic Thinking, businesses must change as well to successfully attract, hire, retain and upskill dyslexic talent and create a workplace in which they can thrive.

6 ways to build a more inclusive workplace for dyslexic thinkers

To fully benefit from the power of Dyslexic Thinking, businesses must be willing to evolve their approaches to talent acquisition and ongoing talent management. But such change won’t happen overnight. Instead, it requires a new mindset from top to bottom — one that views Dyslexic Thinking as a business-critical skill needed to address new challenges — as well as the willingness to make the appropriate changes. So, where do you start? Here are some tips to help your company become a welcoming place for dyslexic thinkers.

1. gain a better understanding of dyslexia

Despite the prevalence of dyslexia, there is still a lot people don’t understand about it. It’s time to overcome the stigma and recognize the strengths dyslexics bring to the workplace. To get started, consider viewing the LinkedIn Learning course, “Empowering Dyslexic Thinking at Work.” The course provides a comprehensive overview of the value of Dyslexic Thinking, how to change recruitment practices to consider dyslexic thinkers, and how to create a work environment that empowers them. It’s also a great resource for dyslexic thinkers themselves and how they can advocate for their needs as employees.

2. recognize Dyslexic Thinking as a must-have skill

To fully embrace the value of Dyslexic Thinking, it must be viewed as the important skill that it is. One way to do that is to move dyslexic recruiting efforts out of the DEI function, and make a more inclusive overall talent acquisition process. In other words, just like you might actively seek talent with skills in AI, coding, or engineering, you can do the same with Dyslexic Thinking. Including Dyslexic Thinking as one of those crucial skills — and proactively recruiting such individuals — will help you benefit from their unique capabilities.

Fortunately, much progress has already been made in this regard. For one, LinkedIn has included Dyslexic Thinking as a skill that professionals can add to their profiles. Not only does this help employers find talent with this skill, but it also empowers dyslexics to take pride in how they think — and not to be ashamed or worry how it will affect their ability to find a job. At the same time, more talent acquisition technology providers are adding Dyslexic Thinking as a skill to their candidate relationship management (CRM) systems, allowing recruiters to create talent pools of dyslexic thinkers they can draw on for key roles.

3. accelerate the skills-based transformation

More employers today are making the shift to become skills-based organizations. The idea is to put less focus on a candidate’s or employee’s educational background and years of experience, and instead focus on the skills they can bring to the company and their ability to do the work. With Dyslexic Thinking increasingly recognized as a crucial skill, viewing talent through this lens allows dyslexics to be considered an asset, no longer at a disadvantage because of how dyslexia may have affected their performance in educational settings. What’s more, a skills-based approach benefits all talent, allowing their skills and know-how to shine through.

4. adapt hiring processes to be more inclusive

Similar to how school tests put dyslexics at a disadvantage, while failing to truly measure intelligence, typical application and interview processes can be difficult as well. For example, lengthy, text-heavy job descriptions can be difficult to read, preventing dyslexics from applying for roles. Also, the use of traditional assessment methods, like resumes and psychometric tests, can fail to capture candidates’ unique strengths. Because these methods focus on rigid criteria instead of actual skills and inherent abilities, dyslexics may be filtered early in the process.

How can you make sure your application and interview processes aren’t screening out dyslexics and causing you to miss out on the value they provide to your organization? Here are some helpful strategies for each step of the process:

  • Create easy-to-read job descriptions by using clear, simple language; avoiding large blocks of text; and using headings, bullet points, and dyslexia-friendly non-serif fonts, like Arial, Verdana and OpenDyslexic.
  • Streamline the application process with dyslexia-friendly fonts and high contrast, text-to-speech options. Offer alternative submission methods, like video or audio applications.
  • Remove bias from screening using blind recruitment practices that prioritize the assessment of skills and potential over written communications.
  • Create an accommodating interview process by providing questions in advance. Allow extra time for responses and train interviewers on dyslexia and inclusive interview practices.
  • Ensure fair assessments by offering alternative testing formats, providing instructions in written and oral formats, and allowing extra time for written tests.
  • Enhance onboarding and training with video- and audio-based onboarding materials. Conduct workplace dyslexia awareness assessments and offer dyslexia awareness training.

5. allow dyslexics to thrive

While all of the above are focused on helping to recruit dyslexic thinkers, it’s just as important that you foster a work environment that allows them to be their full selves and perform at their best. One of the key ways to do this is by creating employee resource groups (ERGs). Such groups give dyslexic employees a community where they can connect with their peers, share their experiences and provide support to each other. An ERG for Dyslexic Thinkers can also serve as an important resource for feedback on the company’s efforts to accommodate dyslexics, ensuring the company is best meeting their needs.

6. commit to always learning

As Dyslexic Thinking continues to become more widely accepted as a crucial skill, it’s important for everyone — teachers, recruiters, managers and dyslexics themselves — to better understand how their skills can be fostered effectively. That’s where the University of Dyslexic Thinking, or DyslexicU for short, comes in.

Developed in collaboration between Made by Dyslexia, Richard Branson and Randstad Enterprise, this free, online resource is designed to showcase the value of Dyslexic Thinking, teach dyslexic thinkers how to use their skills and even how non-dyslexics can learn how to develop Dyslexic Thinking skills. With its expanding course catalog led by many prominent and successful dyslexics, DyslexicU will continue to be a resource for the latest information about Dyslexic Thinking. And with Randstad Enterprise building the workplace components of the course, you’ll get practical information on how your business can get the most from this unique skill.

empower your business with Dyslexic Thinking

As views about dyslexia continue to shift, and more companies recognize the power of Dyslexic Thinking to address the challenges of the future, dyslexic thinkers will become more in demand and hiring these individuals will become more competitive. By making the effort now to change the narrative around dyslexia, and adjusting hiring processes and the candidate experience, you can get a leg up on the competition. The result will be a work environment in which dyslexics can unlock their full potential and help their organizations benefit from the unique power of their creativity, innovation, problem-solving, and analytical thinking skills.

discover how you can foster a workplace that embraces Dyslexic Thinking. Check out the Intelligence 5.0 report or contact us.

about the author

Matt Higgs is vice president of Global Sales & Solutions, recruitment process outsourcing (RPO) at Randstad Sourceright.

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