Supporting Dyspraxic Employees

Dyspraxia, or Developmental Coordination Disorder (DCD) as it’s more formally known, is a neurodevelopmental condition that affects motor skills, coordination, organisation, and cognitive processing. While dyspraxia is often recognised in childhood, many adults remain undiagnosed, leading to challenges in the workplace. Understanding dyspraxia and implementing supportive strategies can help businesses create an inclusive environment where neurodivergent employees thrive.

Understanding Dyspraxia in the Workplace

Dyspraxia impacts more than just physical coordination; it can affect memory, time management, organisation, and social interactions. Employees with dyspraxia may struggle with:

• Writing or using a keyboard efficiently

• Following multi-step instructions

• Meeting deadlines due to processing delays

• Navigating workplace environments (e.g., handling paperwork, managing physical tasks)

• Social communication and confidence

However, individuals with dyspraxia also bring unique strengths, such as creativity, problem-solving abilities, resilience, and strong verbal communication skills. Recognising these talents while providing the right support can enhance both employee well-being and business success.

Common Co-occurring Conditions and Their Impact

Dyspraxia often coexists with other neurodevelopmental conditions, which can compound workplace challenges. Some common co-occurring conditions include:

Dyslexia: Difficulties with reading, spelling, and written communication, which may impact documentation and note-taking.

Attention Deficit Hyperactivity Disorder (ADHD): Challenges with focus, impulse control, and time management, making it harder to maintain attention on tasks and meet deadlines.

Autism Spectrum Condition (ASC): Social communication difficulties and sensory sensitivities, which may affect workplace interactions and environments.

Anxiety and Depression: Many individuals with dyspraxia experience mental health challenges due to past struggles, misunderstandings, and workplace stressors.

Understanding these overlapping conditions allows employers to provide more tailored support, reducing stress and improving workplace inclusivity.

Challenges and Solutions for Employers

1. Workplace Adjustments

Making small adjustments can significantly improve productivity and reduce stress for dyspraxic employees:

• Flexible Working: Allowing remote or hybrid work options can reduce environmental stressors and improve efficiency.

• Assistive Technology: Voice-to-text software, spell-check tools, and organisational apps can help with written communication and task management.

• Ergonomic Considerations: Providing ergonomic keyboards, speech-to-text software, or adapted workspaces can help with physical coordination challenges.

2. Communication and Instructions

Dyspraxic employees may find verbal instructions challenging to process, especially if given quickly or without visual support.

• Use clear, concise instructions in both written and verbal formats.

• Allow time for processing and follow up to confirm understanding.

• Break down tasks into smaller steps and use checklists.

3. Time Management Support

Many individuals with dyspraxia struggle with executive functioning, making time management difficult.

• Encourage the use of digital calendars, reminders, and structured schedules.

• Provide realistic deadlines and flexibility where possible.

• Avoid last-minute changes where possible, as they can cause unnecessary stress.

4. Training and Awareness

Raising awareness about dyspraxia in the workplace helps foster a more inclusive culture. Consider:

• Neurodiversity training for managers to help them understand the needs of dyspraxic employees.

• Peer support and mentorship programmes to provide additional workplace guidance.

• Encouraging an open dialogue about adjustments and accessibility needs.

The Impact of Late Diagnosis and Importance of Support

Many adults with dyspraxia have spent years feeling misunderstood or struggling without appropriate support. Late diagnosis can lead to frustration, imposter syndrome, and workplace anxiety. Employers who proactively offer workplace assessments and reasonable adjustments can make a significant difference in employee well-being and retention.

Legal Considerations

Under the Equality Act 2010, dyspraxia may be considered a disability if it has a substantial and long-term adverse effect on an individual’s ability to carry out day-to-day activities, including work-related tasks. Employers have a legal duty to make reasonable adjustments like this listed above to ensure that dyspraxic employees are not placed at a disadvantage.

Failing to make reasonable adjustments could lead to disability discrimination claims. Employers should take proactive steps to assess workplace barriers and implement appropriate support measures.

Moving Towards Inclusive Workplaces

The business world is increasingly recognising the value of neurodivergent talent. By understanding and supporting employees with dyspraxia, organisations can unlock hidden potential, improve job satisfaction, and build an inclusive work culture. Small adjustments and an open-minded approach can lead to higher productivity, creativity, and engagement.

Article last updated: 10 February 2025