A staggering 96 per cent of dyslexics say the recruiting process doesn’t aim to identify their Dyslexic Thinking skills as revealed in a new report from Randstad Enterprise and global charity Made By Dyslexia. However, nearly two-thirds (64 per cent) of HR leaders say their organisation’s recruiting process is capable of identifying those with Dyslexic Thinking skills. This highlights a huge disparity (60 per cent) between potential employers and employees.
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. 60 per cent of HR leaders say Dyslexic Thinking should be viewed as an asset or an individual strength, but only 6 per cent of dyslexics say employers recognise that Dyslexic Thinking skills fit well with skills that are in demand.
With the skills gap continuing to be an issue for recruitment; due to technological advancements and labor expectations, business 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.
Therefore, to help businesses understand what dyslexics and their extraordinary skills can offer the workplace, Made By Dyslexia is launching ‘Employ Dyslexia’ – a global workplace mission to train every workplace to empower Dyslexic Thinking in their organisation. To do this they have create a number of free and accessible resources, including unique training for individuals and businesses to help empower dyslexics, their skills and their thinking.
“Despite Dyslexic Thinking skills aligning with 2023 WEF’s most in demand skills, the new research with Randstad Enterprise has revealed a shocking gulf between what employers believe they know about Dyslexic Thinking, and the experiences of dyslexic employees,” says Kate Griggs, CEO and founder of Made By Dyslexia. “Although 60 per cent of HR leaders say Dyslexic Thinking should be viewed as an asset, but only 6 per cent of dyslexic employees say employers recognise that Dyslexic Thinking skills fit well with skills needed in the workplace. It’s time to bridge that gap”.
The report, created by questioning more than 1,500 dyslexics in employment and over 900 HR leaders across 18 markets globally, has overall revealed a shocking discrepancy between HR’s perception and understanding of dyslexia in the workplace, compared to those who are dyslexic. 60 per cent of HR leaders say Dyslexic Thinking should be viewed as an asset or an individual strength, but only 6 per cent of dyslexics say employers recognise that Dyslexic Thinking skills fit well with skills needed in the workplace.
