Dyspraxia, also known as developmental coordination disorder (DCD), is a common disorder that affects the fine and gross motor skills of people of all ages. It is a neurological condition that affects motor skills, coordination, planning and sometimes cognitive functions. People with dyspraxia typically find it difficult to organise and direct their bodies to perform a motor skill in the best and most efficient way and may struggle with the steps or movement required to perform the motor skill.
Dyspraxia can affect many different tasks and abilities including:
- Fine motor control: Fine motor skills typically involve the hands and fingers and more precise and controlled movements. Difficulties can include holding a pen and writing, self-care activities such as tying shoelaces and using zips and buttons, using cutlery, and typing.
- Gross motor control: Gross motor skills typically involve the whole body. Difficulties can include difficulties with physical actions such as running, jumping, skipping and hopping, seeming accident-prone, such as frequently bumping into things and tripping over, poor posture and taking too long to plan and initiate movement.
- Perceptual skills: Perceptual difficulties can be visual, e.g. difficulties with reading fluency, copying and writing, and auditory, e.g. difficulties following instructions or becoming easily distracted by noise. Perceptual difficulties can also be related to spatial awareness.
- Language: People with dyspraxia may take a while to respond to questions or instructions, have poor expressive language and have difficulties articulating words.
- Organisation: Dyspraxia can be related to difficulties learning routines and sequences, frequently forgetting or losing things and difficulties with multi-step tasks.
These difficulties can extend beyond the physical tasks and can also affect a person’s social interactions, self-esteem, motivation and workplace performance. Although many people think of dyspraxia as being a childhood disorder, the NHS estimates that 3-5% of adults in the UK have dyspraxia.
While the physical aspects of dyspraxia are more widely recognised and more is understood about dyslexia in childhood, its impact in professional settings is often overlooked. Employees with dyspraxia may encounter obstacles that can affect their productivity, communication and overall work experience, but with the right support, they can excel at work and succeed both personally and professionally.
Today, we will provide a guide for employers, HR professionals, managers and colleagues on how to better understand and accommodate employees with dyspraxia, to help them create a more inclusive and productive work environment.
Understanding Dyspraxia in the Workplace
Employees with dyspraxia bring unique perspectives and valuable skills to the workplace, but they may also face distinct challenges that can impact their daily work experience. By understanding these challenges and the ways in which dyspraxia can influence various aspects of job performance, employers, HR professionals and colleagues can provide the necessary support to help individuals with dyspraxia thrive.
Employees with dyspraxia may experience certain difficulties in the workplace that stem from issues with fine and gross motor skills, language, perception and organisation difficulties and social interactions. These can include:
- Motor coordination difficulties: Tasks requiring fine motor skills, such as typing, writing or handling small tools, can be challenging for employees with dyspraxia. This can make certain everyday tasks more time-consuming or physically taxing.
- Time management and organisation: Dyspraxia can affect executive function, which can impact an individual’s ability to plan, prioritise tasks and meet deadlines. This may create additional stress when managing their workload or completing complex projects.
- Memory and focus: Short-term memory and maintaining focus on lengthy or complex tasks can be difficult for those with dyspraxia. This can result in employees needing more reminders or repetition when working on multi-step processes.
- Social interactions: Reading social cues, maintaining eye contact and participating in group discussions can be challenging, which may lead to misunderstandings or discomfort in social settings. This can affect their professional relationships and make customer or client-facing roles difficult.
- Fatigue and anxiety: Because individuals with dyspraxia often need to expend more energy to complete tasks, they may experience higher levels of fatigue and anxiety, especially in high-pressure situations. This can make it difficult for them to get through the working day or working week.
While dyspraxia presents certain challenges, individuals with dyspraxia often have significant strengths that can be advantageous in the workplace, for example:
- Creative problem-solving: Many individuals with dyspraxia excel at thinking outside the box and approaching problems from fresh, innovative perspectives. Their ability to see alternative solutions can be highly valuable, particularly in roles that require adaptability and creativity.
- Determination and resilience: Employees with dyspraxia often demonstrate remarkable determination and resilience. They are accustomed to overcoming obstacles and may bring a strong work ethic and dedication to their roles.
- Ability to focus on the big picture: Many individuals with dyspraxia have a talent for seeing the bigger picture, connecting disparate ideas and understanding wider implications. This holistic approach can be advantageous in strategic roles or when brainstorming long-term solutions and can help an employee with dyspraxia recognise solutions that other people might miss.
- Attention to detail in specific contexts: Although focus can be challenging, many individuals with dyspraxia are highly attentive when working on projects they find engaging. This ability to focus on intricate details can be an asset in tasks that require concentration and dedication.
- Adaptability and flexibility: Due to their experience with navigating challenges, individuals with dyspraxia are often highly adaptable and open to change. This flexibility makes them well-suited for dynamic environments and roles that require quick thinking and adjustment to changing priorities.
By understanding both the challenges and strengths associated with dyspraxia, workplaces can create an environment that maximises the potential of employees with dyspraxia and can help change the narrative to view dyspraxia in a more positive way.
Creating a Supportive Workplace
Supporting employees with dyspraxia requires a proactive approach to creating an inclusive environment where their unique challenges are acknowledged and adjustments are made to help them succeed. While individuals with dyspraxia may face difficulties with motor coordination, organisation and communication, with the right workplace adjustments, they can excel and contribute effectively.
Below are some tips for creating a more supportive workplace for people with dyspraxia:
- Reasonable adjustments
To create an inclusive and supportive environment for employees with dyspraxia, it is important to provide reasonable adjustments that address their specific needs. These adjustments help mitigate the challenges dyspraxia presents and enable individuals to perform their roles effectively. This could include:- Flexible working hours:
Offer flexibility with start times, break periods or extended deadlines to accommodate challenges with time management and allow employees to work at a pace they are more comfortable with.
– Assistive technology:
Provide helpful tools such as speech-to-text software, ergonomic equipment or specialised keyboards to help reduce the physical strain of motor coordination tasks, such as writing, typing or handling small tools.
– Clear, written instructions:
Ensure that instructions are always provided in a clear, step-by-step written format. This helps employees who may struggle with processing verbal instructions or retaining complex information.- Quiet workspaces:
Offer the option of working in quieter areas or provide noise-cancelling headphones to help employees stay focused in environments that may otherwise be distracting or overstimulating. - Ergonomic and physical support
Ensuring the physical environment is accessible and supportive is key for employees with dyspraxia, who may face difficulties with motor coordination. Some steps for physical support could include:- Ergonomically designed workspaces:
Equip workspaces with adjustable desks and chairs to promote good posture and reduce physical strain. This is particularly important for individuals who experience difficulties with coordination or fine motor control.
– Modifications to equipment or workstations:
Modify workstations to reduce the physical demands on tasks that require fine motor skills. For example, providing voice-activated software, simplifying tools or offering grip-friendly equipment can be helpful for those with motor challenges. - Time management and organisation tools
Supporting employees with dyspraxia often means helping them manage their time and tasks more efficiently. Digital tools and organisational aids can make a significant difference. These can include:- Digital tools:
Encourage the use of task management apps, reminders and calendar tools to help employees stay organised, track their work and manage deadlines effectively.
– Breaking down complex tasks:
Provide support in breaking large or complex tasks into smaller, more manageable steps. Offering guidance on how to prioritise tasks can also help prevent employees from feeling overwhelmed and ensure work is completed in a timely manner. - Social and communication support
Social interactions and communication can pose challenges for individuals with dyspraxia. Employers and colleagues can provide a supportive environment through targeted training and open dialogue. Some ways to improve social and communication support include:- Neurodiversity training:
Awareness and knowledge of dyspraxia in the workplace are typically low, with many people having a very low understanding of what dyspraxia actually is. Providing dyspraxia training for all staff to raise awareness about neurodiversity, including dyspraxia helps to create a more empathetic and understanding workplace culture, where employees with dyspraxia feel supported. Having a better understanding of the motor coordination challenges associated with dyspraxia can benefit employees with dyspraxia and the workplace as a whole.
– Open communication:
Encourage open, two-way communication, where employees with dyspraxia feel comfortable discussing their challenges or requesting adjustments without fear of stigma or discrimination.- Mentorship and peer support:
Implement mentorship programmes or peer support systems to help employees with dyspraxia navigate workplace challenges. A supportive network can provide guidance and help them feel socially connected within the team.
By offering these adjustments and supports, employers can create a more inclusive, productive and positive working environment for employees with dyspraxia.
Best Practices for Managers and HR Professionals
To support employees with dyspraxia effectively, managers and HR professionals can take specific steps to create an inclusive and empowering workplace. This includes:
- Creating an inclusive culture
Creating an inclusive culture starts with an organisational commitment to diversity and understanding. When dyspraxia and other neurodiverse conditions are understood and accommodated, employees feel more empowered and valued. Managers and HR professionals should promote a workplace culture that views neurodiversity as an asset and recognises the unique perspectives and strengths that individuals with dyspraxia contribute. This includes ensuring that dyspraxia, like other conditions, is seen not as a disadvantage but as a positive. - Education and awareness
An effective way to create an inclusive work environment is to offer training to all staff on dyspraxia and other neurodiverse conditions to build understanding and empathy. Educating employees about reasonable adjustments and the benefits of working in a supportive, accommodating environment can be beneficial to both neurotypical and neurodiverse employees. - Workplace assessments and individual support plans
Management can work with occupational health or disability support services to conduct assessments that identify practical adjustments tailored to the employee’s needs, such as ergonomic equipment, flexible scheduling or assistive technology. They can also create support plans that document an employee’s needs, adjustments and any helpful strategies. These plans should be reviewed regularly to ensure they are up to date and provide flexibility for changes or new challenges as the employee’s role evolves. It is important to involve the employee with the assessment and support plan to ensure it takes into account their specific strengths and difficulties and their preferences. - Regular feedback
It can be beneficial to offer regular, constructive feedback in a positive manner, focusing on specific tasks or areas without overwhelming the employee. Feedback should be clear and manageable to allow employees to absorb and apply changes at a comfortable pace. If there are any concerns that need to be raised with the employee, it is important to be clear and direct whilst also ensuring that the employee is aware that you understand their difficulties and want to support them in any way possible. It is also important to give time for the employee to process the feedback. - Opportunities for growth
Career development opportunities should be tailored to the strengths and goals of the employee to help them grow and excel in their roles. It is important to ensure that employees with dyspraxia are not overlooked for promotions or professional growth due to misunderstandings about their capabilities. They should be given the opportunity to achieve their potential within the organisation.
By implementing these best practices, managers and HR professionals can create a more equitable, supportive and empowering environment that helps all employees, including those with dyspraxia, to succeed.
Supporting Colleagues with Dyspraxia
A supportive and understanding team environment is essential for helping colleagues with dyspraxia excel and feel comfortable and supported at work. Some practical ways that colleagues can offer support to their co-workers with dyspraxia include:
- Effective communication
Adapted communication styles can make it easier for colleagues with dyspraxia to engage fully and comfortably in team discussions and projects. It is important to use clear and concise communication. For example, when assigning tasks, written instructions are often more beneficial than verbal instructions. Detailed written outlines can help colleagues with dyspraxia process and retain task requirements more effectively. Additionally, encouraging open dialogue by creating a supportive environment where team members feel comfortable asking questions if further clarification is needed is essential. Team members should know that any questions, concerns or difficulties will be handled in a respectful, non-judgemental way. - Show understanding and empathy for co-workers
Colleagues play an important role in building an inclusive atmosphere. By increasing awareness of dyspraxia, teams can ensure that they provide meaningful support to those who may experience different challenges. An important way to build empathy is for colleagues to educate themselves on dyspraxia to help them understand any difficulties they may face in the workplace, such as organisational difficulties. Simple gestures, such as showing patience, offering extra time for tasks or assisting with organisation can make a big difference. - Focus on collaborative support
Instead of making assumptions about a colleague’s capabilities, co-workers should focus on practical, collaborative support. Understanding individual needs rather than generalising helps create a respectful and inclusive team dynamic. Speaking openly with co-workers with dyspraxia (if they feel comfortable doing so), offering support and asking about their strengths and difficulties can help colleagues work together more effectively. - Team-building activities
Social activities and team-building exercises can be challenging for employees with dyspraxia, especially those involving physical coordination. Thoughtful planning can help make these events inclusive and enjoyable for everyone. When organising team events, select activities that allow everyone to participate comfortably. Avoid coordination-heavy or competitive tasks if they may cause anxiety or discomfort for some team members. Instead, consider options that focus on creativity or group problem-solving to create team spirit in a more inclusive way.
Legal Considerations and Employer Responsibilities
Employers have a legal and ethical responsibility to provide an inclusive workplace that accommodates employees with dyspraxia and other neurodiverse conditions. Understanding and adhering to these responsibilities not only ensures compliance with UK law but also promotes an equitable and supportive environment where all employees can succeed.
The Equality Act 2010
In the UK, the Equality Act 2010 protects individuals with disabilities, including those with dyspraxia, from discrimination in the workplace. This legislation mandates that employers make reasonable adjustments to support employees with disabilities and prevent workplace discrimination.
Employers are legally required to make reasonable adjustments to help employees with dyspraxia carry out their work effectively. Adjustments might include providing assistive technology, adjusting job roles or offering flexible working arrangements to meet the unique needs of employees with dyspraxia.
The Equality Act prohibits discrimination based on disability, which includes dyspraxia. Employers must ensure that hiring, promotion, training and performance evaluation processes are fair and equitable. Employees with dyspraxia should have access to the same opportunities as their colleagues without fear of bias or reduced advancement prospects.
Health and Safety at Work etc Act 1974
Under the Health and Safety at Work etc Act 1974, employers are legally required to ensure the health, safety and welfare of their employees. For employees with dyspraxia, this means implementing risk assessments and making necessary adjustments to create a safe workspace.
Supporting employees with dyspraxia often requires proactive adjustments to ensure a safe and accommodating workplace. These adjustments can mitigate risks associated with motor coordination challenges and increase productivity. Modifications may be needed to ensure that employees with dyspraxia can work safely, such as providing ergonomic equipment or assigning tasks that reduce the risk of accidents. Adjustments that address physical limitations can prevent injuries and contribute to a safer working environment.
Under this Act, employers need to regularly assess work environments for potential risks, specifically considering motor coordination difficulties. Risk assessments and safety assessments should consider potential hazards specific to employees with motor or coordination difficulties. Regular reviews of the workspace can help identify and address risks, such as reducing clutter or implementing additional safety protocols where needed, to help create a safe and secure work environment.
Data Protection Act 2018
The Data Protection Act 2018, aligned with the UK GDPR (UK General Data Protection Regulations), requires employers to protect employees’ personal data, including sensitive information about disabilities. Any information about an employee’s dyspraxia diagnosis or adjustments must be handled confidentially and only shared with relevant parties on a need-to-know basis, with the employee’s consent where appropriate. This ensures employees feel secure in disclosing their condition without fearing a breach of privacy.
If employees want to disclose their dyspraxia to their colleagues, this is their choice and not the choice of management or HR. Employees should be supported in their choice to be open about their difficulties or their choice not to disclose.
Employment Rights Act 1996
The Employment Rights Act 1996 outlines an employee’s right to fair treatment and a safe working environment. It protects employees from unfair dismissal and outlines reasonable notice periods and the right to raise grievances if they feel discriminated against due to their dyspraxia.
If an employee’s dyspraxia affects their ability to perform certain job functions, employers are encouraged to explore adjustments or reassignments rather than termination. This supports fair treatment and strengthens employer compliance with anti-discrimination policies.
Case Studies and Real-Life Examples
The following case studies highlight the experiences of companies that have successfully implemented adjustments to support employees with dyspraxia. These case studies exemplify how reasonable adjustments tailored to the unique needs of employees with dyspraxia can lead to meaningful improvements in performance, job satisfaction and well-being.
Case Study 1: Leveraging Assistive Technology and Flexible Working Hours
A UK-based tech company hired a software developer with dyspraxia, Joe, and quickly learned that certain physical and cognitive tasks, such as typing and time management, posed challenges for him. To address these, the company implemented several adjustments:
– Assistive technology: The company provided speech-to-text software to help Joe complete coding and documentation tasks more efficiently. A specialised keyboard was also supplied to improve typing accuracy and comfort.
– Flexible working hours: Recognising that Joe benefited from working during quieter times of the day, the company allowed a flexible schedule that allowed him to avoid busy office hours. He was also given the opportunity to work from home on days when he felt that being in the office would be too overwhelming or distracting.
- Regular check-ins: The company scheduled regular, weekly check-ins between Joe and his direct line manager. These check-ins were face-to-face (where possible) and were informal, so as not to overwhelm Joe or make him feel as though he was in trouble. The check-ins proved to be particularly valuable as management was able to flag any difficulties as soon as they occurred.
These adjustments led to a notable increase in Joe’s productivity and he reported feeling more confident in his role. The company saw improvements in task completion rates and Joe expressed a greater sense of job satisfaction. Three years after these strategies were implemented, Joe is still working at the company and is currently preparing to move to another division of the company in a more senior role.
Case Study 2: Clear Communication and Step-by-Step Task Management
A UK retail company employed an individual with dyspraxia, Natasha, in an administrative role that required a high degree of organisation and focus. During the interview process, Natasha was very open about her dyspraxia and discussed with her interviewers her specific areas of difficulty and the things she felt she excelled in.
Some adjustments were put into place before Natasha began the role and after a month of working for the company, Natasha had a meeting with management to discuss her experience so far and any other difficulties or needs she had. To make the workplace more accessible and inclusive for Natasha, the company adopted the following adjustments:
- Clear, written instructions: For daily and weekly tasks, the company provided detailed, written instructions to support Natasha’s need for clarity and structure. Tasks were broken down into smaller, manageable steps with explicit deadlines.
- Time management tools: Natasha was given access to digital task management tools to help her track progress, set reminders and organise her workflow. This helped her overcome challenges with time management and prioritisation.
- Peer support: With Natasha’s consent, management decided to partner her with another employee working in the same role as Natasha. Natasha and her colleague worked together to allocate tasks based on Natasha’s difficulties and their own preferences. They also worked together on certain tasks and were able to offer each other support. This partnership ended up being very beneficial to both Natasha and her co-worker.
By implementing these adjustments, Natasha reported feeling more organised and less anxious about her workload. Task efficiency improved and she was able to meet deadlines consistently, which led to greater job satisfaction and a closer working relationship with her manager and colleagues.
Case Study 3: Quiet Workspace and Social Support Systems
A financial services firm hired an analyst with dyspraxia, who struggled to maintain focus in a noisy, open-plan office. Although the employee, Ben, hadn’t experienced any difficulties in his previous workplace and was able to manage his dyspraxia quite well, the new work environment was much more fast-paced and chaotic and the work demands were much higher, which Ben found very difficult. However, Ben was determined to make the new job role work and, equally, his new employee was very keen to make modifications to suit Ben’s needs:
- Quiet workspace: The firm arranged for a quieter workstation away from high-traffic areas. Additionally, they provided noise-cancelling headphones to help Ben manage distractions.
- Social support and mentorship: Ben was paired with a mentor to provide guidance and help him navigate social interactions, which had previously caused some stress. This mentor was a member of senior management and was an individual Ben already trusted.
- Neurodiversity training: Recognising a gap in their employee training, Ben’s employer decided to run neurodiversity training for everyone in the firm, regardless of their job role or seniority. The training was extremely well received and employees reported a much higher understanding of neurodiversity, including dyspraxia and increased empathy towards others.
Following the training, Ben felt so positive about his colleagues’ feedback and reaction to the things they learned that he decided to open up about his dyspraxia. His colleagues offered their full support and were much more empathetic to Ben’s difficulties. Additionally, the quieter environment and mentorship support significantly reduced Ben’s anxiety and allowed him to perform his tasks more effectively. Ben’s productivity improved and he developed stronger interpersonal connections, which led to higher job satisfaction and a sense of belonging within the team.
Conclusion
Creating an inclusive workplace for employees with dyspraxia involves a commitment to understanding, support and proactive accommodation. By implementing reasonable adjustments, such as flexible hours, assistive technology, ergonomic support and clear communication, employers, managers and colleagues can help ensure that employees with dyspraxia feel valued and empowered to perform at their best.
It is important to create an inclusive workplace culture through education and awareness and this can promote empathy, strengthen team cohesion and reduce stigma around neurodiversity. With the right support, employees with dyspraxia can bring unique strengths to their roles, including creative problem-solving, resilience and innovative thinking. These qualities enrich teams and contribute to a more diverse, adaptable workplace.
Embracing and supporting neurodiversity creates a foundation for long-term success. By proactively embracing neurodiverse conditions like dyspraxia, companies not only fulfil their legal obligations but also help all employees, both neurodiverse and neurotypical, to be more supported. This can lead to greater job satisfaction, productivity and retention across the board.
