Neurodiversity & Neuroinclusion Blog

Why Dyslexia Awareness Week matters for adults too, and what workplaces can learn from raising the volume on dyslexia, support, and inclusion.

Interviews often measure how well someone tolerates ambiguity, speeded conversation, bright rooms and unfamiliar tech—not whether they can do the job. UK law expects employers to remove that disadvantage where it’s linked to disability. The result should be a fair test of the role, not of coping with the format. Here’s how to run interviews that hold standards high and stay lawful. Your legal footing (two plain-English rules) First, the Equality Act 2010 requires employers to

Dyslexia isn’t a sign someone is “bad at words”. It’s a difference in processing that can show up in reading, spelling, speed of written work, and working memory—especially under pressure. The workplace mistake is to treat dyslexia support as either: “Just use Grammarly,” or “They can’t do writing tasks.” Neither is true. The real solution is better work design: clearer briefs, better templates, smarter review cycles, and tools that reduce unnecessary friction. This post is a

Dyslexia is not a measure of intelligence; it’s a difference in how information is processed—especially around phonological decoding, working memory, and processing speed. In modern workplaces, the biggest barrier isn’t spelling its workflow designed for constant, rapid reading and immaculate, on-the-spot writing. Fix the workflow and most “performance issues” evaporate into simple design problems. What dyslexia typically affects (and what it doesn’t) Research consistently li