Lucy Squance’s Post

#DyslexicThinking is an advantage to any workplace BUT many organisations still overlook #DyslexicThinkers when recruiting new talent. Find out why Dyslexic Thinkers should be at the top of your recruitment shortlist - and the 5 things businesses can do to attract them in Kate Griggs' article in theHRDIRECTOR. https://lnkd.in/eM8KZRhX

As technology like AI takes on more tasks at work, companies will seek talent with ‘soft skills’ that AI cannot replicate. Skills like complex problem solving, adaptability, emotional intelligence, creativity, and innovation. And there is one significant pool of talent with exactly these skills: Dyslexic Thinkers.

AI is here to stay and evolve. Probably in the near future, #DyslexicThinking skills will be the ones that will make the difference in any company

Dyslexics think outside of the box. You can challenge your norms by giving them the opportunity to be part of your team.

Such a lovely article Kate ! This is absolutely what employers should be thinkinging about ! The world needs thinkers and creative problem solvers, and individuals with dyslexia often tick this box Yes, there are accommodations that can be put in place and support offered to employees with dyslexia as a base line. But that’s not all! Training around neurodiversity in the workplace can also include making employers aware of the wonderful traits that neurodivergent people can have and where they would be best positioned. ‘Thinkers can and will move businesses forward. It’s important every organisation understands the value of Dyslexic

Kate is 100% right to emphasize how important the #employment of #dyslexic thinkers become. Quote from her article: "The World Economic Forum (WEF) predicts that 50 percent of jobs will be done by machines by 2025. In an age when facts can be Googled and spelling, punctuation, and grammar can be corrected with the click of a button, it is human creativity, imagination, and intuition that distinguishes us from machines. Dyslexics have the most valuable skills that machines cannot replicate. It’s clear that redefining dyslexia as a skill and empowering Dyslexic Thinking is key to future-proofing any organisation." https://lnkd.in/eCmrQmuY

Workplaces and specially the recruitment process need to be open to be flexible to open the doors for those with dyslexic thinking. Unfortunately, dyslexic thinkers will not get an opportunity to enter the selection process due to standard testing and assessments that are used especially at entry level. If accommodations can be provided they will also stand a fair chance to showcase their skills. What most do not realise is that dyslexic thinkers can bring a lot of creativity and also out-of-the-box thinking to an organization. They are also great at problem-solving in a unique manner. #dyslexiaawareness #dyslexicthinking #inclusiverecruitment #powerofdyslexicthinking

#DyslexicThinking is an advantage to any workplace BUT many organisations still overlook #DyslexicThinkers when recruiting new talent. Find out why Dyslexic Thinkers should be at the top of your recruitment shortlist - and the 5 things businesses can do to attract them in my article in theHRDIRECTOR. https://lnkd.in/eRH9dkZR

Breaking Barriers: Addressing Dyslexia in the Recruitment Process Did you know that dyslexia affects approximately 6.7 Million people in the UK? Yet, despite its prevalence, individuals with dyslexia often face unique challenges in the recruitment process. As we strive for inclusivity and diversity in the workplace, it's essential to understand how we can create environments that support neurodiversity. Here are a few considerations for hiring managers: ⭐ Awareness: Educate yourself and your team about dyslexia. Understand the strengths and challenges associated with dyslexia. ⭐ Flexible Assessment: Traditional assessment methods might not accurately reflect the abilities of candidates with dyslexia. Consider offering alternative assessment formats or accommodations. ⭐ Clear Communication: Provide clear instructions and communication throughout the recruitment process. Clarity benefits all candidates but can be especially helpful for those with dyslexia. ⭐ Focus on Strengths: Recognise and value the unique skills and perspectives that individuals with dyslexia bring to the table. Creativity, problem-solving, and resilience are often among their strengths. ⭐ Supportive Environment: Create an inclusive workplace culture where employees feel comfortable disclosing their dyslexia and requesting any necessary accommodations. By implementing these strategies, we can ensure that individuals with dyslexia have equal opportunities to excel in their careers. Let's embrace neurodiversity and build stronger, more inclusive teams together! #DyslexiaAwareness #InclusiveRecruitment #Neurodiversity #BreakingBarriers

If you a neuro divergent person like me (or know someone from your circle who is), I'd urge you to consider making it known to your recruiter when you are applying for a role. It is challenging enough to live with bias from the majority neurotypical community, who may not have any ill intent but even then, ignorance does hurt our chances of landing our dream role. Therefore, when asked about what support or accessibility that the organisation can provide, I often ask for the recruiter to create awareness around bias on neuro-diverse people and on how privilege can 'blind' the hiring panel from fairly assessing the merits and strengths that a neuro-divergent talent can offer. If you are a recruiter reading this, I do hope that you can create training for people managers on various diverse groups, not limited to neurodiversity. Thanks and have a great week!