As the old year draws to a close, it’s natural to feel a little introspective.
But all too often, especially when we’re neurodivergent, New Year’s resolutions about our careers can easily turn into criticisms of ourselves. "I want to become a manager this year!" becomes "If only I could get through reports faster," which can then turn into "Oh, I’m a terrible reader," and "Maybe I’m not cut out for this job after all!”
That’s why we’re here to press pause on those negative thoughts, and celebrate dyslexic you! As we look forward into 2025, we’re reminding ourselves why the new year should be about finding a more supported, happier work-life balance instead of looking at all the places where we wish our neurodiversities didn’t impact us.
You’re fab just the way you are! 💙
It’s distressingly easy to internalise your neurodivergent needs as personal failings in a productivity-first workplace culture.
But when dyslexia impacts the work you do, it doesn’t mean you’re doing anything wrong. It’s not you, personally, who’s failing by ‘not being a better reader’ or ‘not being as organised as the rest of the team’— what it means is you need more support and understanding in your role.
This might be access to support technologies, or just a change to procedures like progression requirements or how you’re managed. And this is why Reasonable Adjustments and the Access to Work Grant exist: because if you need support to be the best you at what you do, then that’s absolutely fine.
When you do have needs related to your dyslexia that your workplace isn’t meeting, that can throw your work-life balance into a tailspin. Stress creeps in first, then anxiety, then burnout: even if they may seem like little problems at the beginning, it’s easy for them to build into something that impacts you when you’re off the clock, too.
Though it can be nerve-wracking, asking for the support you need can break the stress cycle and boost productivity. This might mean requesting tools like reading pens or text-to-speech apps, or simply asking for longer deadlines on your work tasks.
We get it: disclosing to your employer is a scary thing. But it also makes it far easier to access the support you need to thrive, too.
Even in 2024, everybody knows somebody who got passed over for promotion or had an unfair redundancy selection due to their dyslexia. But we’re entering a new era of work, and there are far fewer employers who misunderstand (or actively discriminate against) dyslexia these days.
You deserve to feel safe enough to be an authentic, supported you. So it’s helpful to remember…
· It’s illegal for your employer to discriminate against you because you’re dyslexic.
· You’ve a legal right to Reasonable Adjustments. Here’s some guidance on what’s classed as reasonable, for employers.
· It’s not up to you to educate your employer about dyslexia! Questions about dyslexia and their legal responsibilities should be directed to an appropriate source.
· You don’t have to disclose if you don’t want to, it’s just easier to access adjustments if you do.
· You don’t even have to tell everyone — just whoever sorts out adjustments (usually HR), and possibly your manager if they have an active role in your day-to-day.
And from all of us at Succeed With Dyslexia, we hope you have a wonderful New Year celebration, and a calm and adequately caffeinated return to work. ☕