5. Adapt Working Procedures
Minimise challenges to dyslexic employees; for example in an office environment make use of mail merge function and/or postcode search technology to minimise the risk of retyping name and addresses as this is a common area where spelling mistakes can surface because names and addresses are not addressed by spell checking software.
Insure that filing systems are ordered and logical as possible and systems are as simple as possible, this will also benefit non-dyslexic employees too. Insure that instructions are communicated clearly either orally or via email or both, line managers should avoid handwriting notes unless they are brief.
6. Additional Support
Dyslexic people are not learning disabled, many learn to read and write quite fluently but in some cases where the dyslexic person cannot it is quite often because the style in which they have been taught did not match the style in which they think and learn. If an organisations budget permits, they should consider investing in some specialist 1-2-1 tutoring to build up core literacy and/or numeracy skills to those dyslexic employees that may benefit from it. There is also a range of support software available such as voice to text, text to speech and mind mapping software that can take the sting out of challenging tasks to do with literacy, numeracy and mental organisation.
Keep in mind that dyslexic employees are likely to have unusual abilities as well as challenges. Many dyslexic thinkers excel in areas such as natural thinking, sales, systems design and graphic design. Once some simple and inexpensive products and services are put in place to support dyslexic employees it is likely that organisations will benefit from their dyslexic employees in ways that would deny an organisations, if all employees were conventional non-dyslexic thinkers.