NextGen Day

A growing number of businesses are welcoming people with impairments, including those with dyslexia. If you have a coworker or colleague who suffers from this illness, you should not dismiss him or her because of his or her ailment.

Furthermore, because dyslexia is an established disability that can be managed by the Disability Discrimination Act of 1995, it is a positive thing that the legislation has given this issue some consideration.

There are several things you can do to assist a person with this disease if you are an employer or a coworker. As a result, there are some things you should avoid doing.

Support

The majority of persons with impairments require assistance. This is because they are frequently regarded as invalids, which is not how a person with a disability should be treated. Individuals with dyslexia are subject to the same principles.

Support does not imply that you should do everything for them or that you should leave them alone to do their thing. Even given the current situation, the type of help you should provide is support for them to become self-sufficient.

Dyslexics require the company of those who understand their situation and what they are going through. A little motivation from you can go a long way. Knowing that someone believes in them and believes in their ability to succeed is enough to motivate a dyslexic to keep fighting his condition.

Encouragement, on the other hand, should only be given when it is suitable. If you overdo it, your coworker may feel as if he’s being treated like a baby. This will just cause them frustration, so avoid it at all costs.

It’s All About the Problem

When interacting with a dyslexic, one thing you should avoid is treating them like a ‘problem.’ They, too, are people, and you should treat them as such. A dyslexic colleague does not add to the team’s burden. Keep in mind that you’re all working for the same firm. As a result, even if your colleague with dyslexia appears to have a distinct kind of function, you all have them.

Willpower And Strengths

You should learn to focus on their strengths as an employer or a boss. Make an effort to see the bright side of the circumstance. Make every effort not to be discouraged by your employee’s flaws and challenges.

Also, you should not compel children to do things that they do not want to do. They are aware of their limitations, and when they claim they can’t do something, they usually mean it.

It would be counterproductive to push them too hard. It’s preferable to build your way up to teaching your dyslexic employee more difficult jobs.

Tailoring

You and your employee would both benefit from some customizing. Make an effort to identify your employee’s or subordinate’s abilities and talents. After that, look for a job or a task that you believe will allow you to put your strengths and talents to good use.

It’s a win-win situation for both you and your employee if you handle it this way. This is because you get work done because your staff is productive, even if they have a disability.

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Disclaimer

This article is for informational purposes only and does not constitute endorsement of any specific technologies or methodologies and financial advice or endorsement of any specific products or services.

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