20% of children in the United States experience challenges with learning and attention. There has been plenty of research and education to implement support for children with learning disorders, but the challenges don’t just disappear when childhood ends.
As much as 10% of the United States population is affected by specific learning disorders and disabilities. 8% of adults with diagnosed learning disorders report being unemployed and that their learning disability is a barrier to continued employment.
It’s clear that learning disorders are not always “grown out of,” and at least one employee in your company may likely be experiencing a learning disability that inhibits their ability to perform their job duties, especially without any assistance. So, as an employer, what kind of assistance can you provide for employees with learning disabilities?
Dyslexia: the inability to relate the sounds of words with the letters that create the words
Dyslexia is perhaps the most well-known learning disorder in the United States. It affects 20% of the population, making it the most common learning disorder in the United States. Dyslexia affects reading, speaking, and writing but does not impact a person’s overall intelligence.
Employees with dyslexia may have trouble with writing reports, reading and composing emails, or doing paperwork. Without support and assistance, the impact could range from causing frustration for the employee to resulting in an employee's termination. But losing a good employee who faces challenges with their dyslexia is a crisis that can be averted by taking simple steps to assist your employee.
There are a variety of technological aids available to assist employees with dyslexia.
- Speech-to-text software, such as Dragon speech recognition tools, can help mitigate typos and spelling errors that may otherwise impact the clarity of written communication.
- Audio recording software, like Audacity, may help your employee get the most out of meetings by eliminating the need to take notes while trying to engage.
- Spell check and grammar check software, like Grammarly, can offer a helpful safety net while performing any writing-related tasks.
Technology is just one way to accommodate dyslexia in the workplace. Though an employee may request further accommodations, it’s essential to be proactive and know what the business can provide to help employees succeed.
ADHD: Attention-deficit/hyperactivity disorder
Attention-deficit/hyperactivity disorder, or ADHD, is another learning disability that is not restricted to children. ADHD is often a lifelong disorder that makes day-to-day life activities, such as work, difficult and challenging to complete. Employees with ADHD may find it difficult to prioritize goals, stay on task, focus, or remember deadlines. Though there are many stereotypes of ADHD, the reality is that for the five percent of adults who experience it, it can severely impact their quality of life.
Despite the struggles an employee with ADHD may face, there are many simple accommodations that you, as an employer, can provide to give your employee the best chance of succeeding. After all, successful employees lead to a successful business. The most helpful accommodations for ADHD will vary from person to person, but some common ones include the following.
A quiet workspace or noise-canceling headphones
ADHD often makes focusing difficult, especially in an environment full of distractions. Providing ways to support focus and reduce distractions is a simple way to ensure your employee can thrive.
Short, intermittent breaks
Traditional hour-long lunch breaks may not be what helps an employee with ADHD. Instead, taking shorter, more frequent breaks may be better to help them stay on task.
Whether that means breaking up the lunch period or being more flexible with break time is up to the employee and supervisor, but it is another easy way to assist in managing ADHD in the workplace.
Extended deadlines
A common effect of ADHD is difficulty staying on task and remembering deadlines. It may be helpful for your employee to be given extended deadlines as often as possible, provided that the work they turn in is up to par.
This could mean assigning projects earlier to give the employee more time to complete them or offering flexible work hours to accommodate peak periods of attention and focus.
It is important to remember that ADHD is a very challenging disorder, and the stereotypes surrounding it are unhelpful and untrue. Be sure to focus on your employee’s specific case and extend the same courtesy to them as you would to other employees seeking accommodations.
Dyscalculia: a brain disorder resulting in severe difficulty in arithmetic and math
Though its cousin, dyslexia, is more well-known, dyscalculia is an equally-challenging learning disorder resulting in difficulty with numbers and math. Like dyslexia and ADHD, people with dyscalculia don’t usually outgrow it; trouble with math can follow them well into adulthood, making tasks like cooking, grocery shopping, and following directions challenging.
Despite the unique and specific nature of dyscalculia, it is possible to provide accommodations for your employee. Even in an industry that isn’t considered highly math-focused, there are many ways math may be involved in your business that you don’t think about, so it's critical to provide accommodations as requested.
Allow the use of a calculator
Dyscalculia can make it difficult for a person to do simple arithmetic both on paper or using mental math. Having a calculator available can reduce the anxiety associated with the potential of getting a math problem wrong. Alleviate any embarrassment a person may feel doing math with others watching.
Be flexible with time
People with dyscalculia may struggle with time management in a different way than people with ADHD, but providing extra time to complete tasks is still an effective accommodation you can provide. Work assignments that use math may be challenging for employees with dyscalculia, or they may misinterpret time limits or deadlines.
Offering extensions and forgiving tardiness are simple ways to ensure your business is accessible for your employees.
Provide opportunities to share workloads
If possible, breaking down assignments and removing mathematical elements can go a long way in improving your employee’s self-esteem and the overall quality of their work. And if you distribute tasks evenly across your workforce, allowing each employee to utilize their strengths, the result may be a happier and more productive employee base.
Conclusion
Learning disorders don't just affect school-aged children. Many disorders persist into adulthood and may require accommodations on the job. Be sure to research what accommodations may help your employees and listen to their needs.
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