Students leaving HE, facing the horrors of graduate recruitment programmes often have to complete psychometric tests.
We advocate that practising overcomes many of the hurdles of dyslexia, so this book may be worth a try.
Too many of the companies don’t include these tests within their equalities policies… so the dyslexic candidates may not actually ever get considered on the merits of their CV and overall potential. We also recommend that you tell them to talk to HR about being given extra time for online application tests in advance of starting the process. Once they’ve failed and been rejected it’s often too late.Leave a comment or ask a question »
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This book was revolutionary in helping me to start to develop new ideas for supporting and assessing people with dyslexia. It talks about the advantages of having dyslexia (as per the title), something that we ignore far too much.
This book was recommended to me firstly by a student who has dyslexia and then by a colleague. I recommend it to you if you have dyslexia, or support or assess people for dyslexia.Leave a comment or ask a question »
Dyslexia Positive has devised several checklists for discussing the possibility of dyslexia (both strengths and difficulties) for people working in particular employment fields. We hope this will be useful for individuals, for employers and for practitioners wanting to raise awareness or go through an initial screening with a client. You are free to use these resources, so long as you acknowledge Dyslexia Positive as the source. Please comment on what you think of these documents, and give us feedback if you use them.
2 Comments so far: leave a comment or ask a question »
There has often been a reluctance for students who are going on a work placement, and for employees in general, to tell their employer that they have dyslexia or dyspraxia.
Here are some good reasons to tell your employer that you have some kind of learning difference:
- It opens up communication channels between you in an honest interaction
- The fact that you have disclosed your difference will help there to be better understanding between all of the staff
- It will enable you to access support – directly through your employer and via Access to Work
- It will reduce your anxiety about ‘being found out’
Bullet points adapted from: Supporting Dyslexia Adults in Higher Education and the Workplace (2012) Ed. Nicola Brunswick p.109One Comment »
For many years Pat had been employed by a large public body, working at a small local site. She was conscientious, enjoyed her work and felt valued by her line-manager.
During reorganisation, she was moved to a large open plan office at the main site. Her role and the tasks to be undertaken remained the same but Pat felt unable to work effectively in this new environment. There was continuous background noise she found it impossible to cut out; telephones and mobiles ringing and pinging; people talking to colleagues, sometimes calling across the office; people talking on the telephone; scraping of chairs; closing of doors. Additionally, the bright light made it difficult for her to see a clear image of text, both on the screen and on paper.
Pat made errors, fell behind with her work and found the whole situation extremely stressful, which only exacerbated the problem. A once happy, experienced and competent worker, she became anxious and miserable and was unable to cope. Prior to reorganisation, her attendance record had been excellent. Now, she was having time off work; the stressful situation was affecting her health. Her new line-manager was unhappy with her performance. Pressure was applied, more stress was created and the situation worsened.
For some months, Pat had been attending her local college to improve her literacy and numeracy skills. There, she was assessed as dyslexic and with appropriate support she gained Level 2 qualifications in both subjects. Pat showed her Dyslexia Assessment Report and Recommendations to her line manager, together with her new qualifications. She hoped that this would improve their relationship and that recommended reasonable adjustments would be made, to enable her to work efficiently, but there was a complete lack of understanding.
Sadly, the situation was not resolved satisfactorily. The case went to tribunal. The tribunal found that the employers were at fault and awarded Pat compensation. After months of ill health, she left her job; a sad end to a formerly happy and successful career.