Workplace Needs Assessment for Dyspraxia

What is dyspraxia?

Dyspraxia, often referred to as Developmental Coordination Disorder (DCD), is a neurological condition that affects physical coordination and motor skills, making everyday tasks such as writing, tying shoelaces, or even organising one’s thoughts more challenging. Unlike other motor skill disorders, dyspraxia is not related to muscle weakness, but rather to the brain’s ability to process motor tasks efficiently. This condition can also impact fine motor skills, planning, and organisation, causing difficulties in academic, social, and professional environments.

Why do Assessment?

A Workplace Needs Assessment for an employee with dyspraxia ensures they receive the necessary support to succeed in their role. This assessment identifies specific adjustments and strategies tailored to the individual’s unique needs and job responsibilities, empowering them to perform at their best. It also helps the employer meet the requirements under the Equality Act 2010 to make reasonable adjustments, ensuring compliance with legal obligations and creating an inclusive workplace. By providing targeted recommendations, the assessment can improve the employee's productivity, job satisfaction, and overall well-being, leading to a more effective and harmonious work environment.

Assessments should where possible be conducted early in employment to ensure the best chance of success in the role. However, if that hasn’t happened we recommend getting an assessment as soon as you are aware an employee has dyspraxia or even when you’ve just noticed challenges that may be similar to those faced by someone with dyspraxia.

We can also drop diagnostic labels from any title and reports. Perhaps you’ve identified an individual with performance concerns that are similar to those experienced by someone with a neurodivergent condition but they don’t identify with any particular label. It’s not a problem, we can still help and we’ll work with an individual on the same basis we do with everyone, as an individual.

Is a formal diagnosis needed?

No. A workplace needs assessment is based on individual needs rather than the diagnosis. However, if there is a diagnosis, diagnostic reports may be useful information to help the assessment.

Do we need multiple assessments if there are co-occurring conditions?

No. A workplace needs assessment looks at the whole person, not the diagnosis. The overlap between conditions makes it difficult to separate needs for each diagnosed condition, for example dyslexia and ADHD. It is true that we need to understand individual challenges, whether they’re dyslexic challenges or ADHD ones may mean different adjustments are recommended, and that comes with talking to the person as a whole person. The same applies for any other co-occurring conditions there may be (also referred to in some clinical settings as co-morbidity).

How are assessments carried out?

Assessments are carried out remotely, prior to the assessment both the individual and line Manager (possibly HR is appropriate) will be asked to complete a background information questionnaire. A video call meeting will be held with the line Manager to help understand the role and individuals challenges and then a detailed video call meeting will be held with the individual. During this call we’ll explore the individual’s strengths and challenges to build a detailed picture leading to recommendations specific to the individual and situation.