New research shows employers must do more to empower Dyslexic Thinking
Kate Griggs
LinkedIn Top Voice | #DyslexicThinking Expert & Speaker TEDx | Founder & CEO at Made By Dyslexia | Best Selling Author | ??Podcast Host "Lessons In Dyslexic Thinking" | LinkedIn Learning Instructor
There is a big gulf between what employers believe they know about Dyslexic Thinking, and the experiences of dyslexic employees, despite Dyslexic Thinking skills aligning with 2023 WEF's most in-demand skills, as our new research with Randstad Enterprise reveals.
The key findings from the report suggest a large gap between the progress companies believe they’re making, and the real-world experiences of dyslexics.
Although dyslexics have the soft skills or power skills employers are looking for, a staggering 96% of dyslexic people say the recruitment process doesn’t aim to identify their Dyslexic Thinking skills. But nearly two-thirds (64%) of HR leaders say their organisation’s recruiting process is capable of identifying those with Dyslexic Thinking skills. This highlights a huge disparity (60%) between potential employers and employees.
With the skills gap continuing to be an issue for recruitment; due to technological advancements and labour expectations, businesses need to start understanding where their future employees are and what core skills they offer. The World Economic Forum’s (WEF) most recent Future Of Jobs Report (2023) continues to highlight that the skills of the future are the skills that dyslexics index in extremely highly. According to the WEF, analytical thinking is considered the top core skill, while creative thinking, another Dyslexic Thinking skill, ranks second.
Our research finds that although 66% of HR leaders say they understand the value of Dyslexic Thinking, only 14% of dyslexic employees agree.
And while 64% of employers feel their recruitment processes identify Dyslexic Thinking, only 4% of dyslexics agree.
The research also finds a huge disparity between how well employers believe they are accommodating Dyslexic Thinkers.
66% of HR leaders believe their organisation works to accommodate Dyslexic Thinkers, but just 33% of dyslexics agree.
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And when it comes to providing long-term support in the workplace, including affinity groups, 64% of employers feel they do offer it, but only 13% of dyslexics agree.
Read the full report here.
It’s time to empower Dyslexic Thinking in EVERY workplace
At Made By Dyslexia, we’ve made it our mission to empower Dyslexic Thinking in every school and every workplace. That’s why we have partnered with LinkedIn to create free workplace training available on LinkedIn Learning (launching in October during Dyslexia Awareness Month). It will take just 1 hour to complete, and helps every organisation to empower Dyslexic Thinking from the top down to the bottom up.
Over 770 workplaces all over the world have already signed up to take the training, including EY, LinkedIn, Randstad, Virgin. Watch them explain why in this short film.
What you can do to help
Ask your organisation to promise to empower Dyslexic Thinking, by signing up at www.madebydyslexia.org/workplace to take our free training, available on LinkedIn from October.
https://www.dhirubhai.net/posts/dyslexic-disruptors_dyslexicthinking-innovation-businessstrategy-activity-7077597554435072000-Zw8b?utm_source=share&utm_medium=member_ios
Lead Generation Specialist at Monkey Wrench
1 年Maybe some of the ownership should fall on us dyslexic thinkers too (not 100% but more than nothing). We need to get creative with how we can showcase the skills we’ve developed through having dyslexia. If we want to make the argument that #dyslexicthinking can improve someone’s business/do what AI can’t, then we need to walk to the walk. For better or worse your probably one of the only openly dyslexic people your boss/HR works with. We need to be the example that will help future dyslexic people continue to get hired.
European studies student at The Hague University
1 年I have dyscalculia so have more troubles with numbers . But it is regonisable. And this is very empowering!
Passionate about all things quality | Build Assurance Engineer | Dyslexic Thinker | Royal Navy Veteran
1 年This is spot on the money. I have recently taken a online course about how to manage people with Dyslexia and it focused on the difficulties not the strengths, #dyslexicthinking . This is the type of narrative that needs to change.
Asset Management, Product, Operations & Financial Expertise | Executive Director (PCF 1) | Non-Executive Director (PCF 2) | Designated Person for Investment Management (PCF 39D) | FCCA
1 年Kate Griggs in one word you absolutely nailed it. The "Gulf" of what companies perceive their effort to be, compared to the actuality of connecting with their resources. Really great temperature check of how one believes they are doing to how those impacted are actually benefitting