Registered No: 06978441
Employers who are proactive and have an understanding of their obligations under the Equality Act 2010 either engage a qualified and experienced private Workplace Needs Assessor to undertake this type of work – someone who they know provides a professional, tailored and comprehensive service who may become their ‘preferred supplier’ – or they may signpost the individual towards making an application to Access to Work. However, for many organisations this could all be very new so, if you feel you could use some guidance on this please do contact us and we will be glad to answer your questions and signpost you to what we believe would be the most appropriate provision based on your situation.
Individuals who are experiencing challenges at work which they believe are related to dyslexia or other neurodivergent ‘conditions’ /Specific Learning Differences (SpLds) may have concerns about whether to speak up, who to tell and where they should go for help. Ideally, the first point of contact would be either their Line Manager or a member of their HR team. (Although there is often reluctance to seeking help due to confidence issues and concerns over whether there would be repercussions in terms of it affecting their career following disclosure of their challenges).