The World Economic Forum’s 2023 Future of Jobs Report sheds light on the skills that organizations will require in the next five years. As technology continues to automate tasks, companies are increasingly seeking talent with soft skills, also known as power skills. These skills include creative thinking, analytical thinking, technological literacy, curiosity, lifelong learning, resilience, flexibility, and agility. However, these sought-after skills are in short supply. Interestingly, one group of thinkers possesses the exact skills that organizations are looking for: dyslexics.
According to Kate Griggs, founder and CEO of Made By Dyslexia, dyslexic thinkers have the valued soft skills and power skills that companies need to overcome challenges and drive innovation. Dyslexic thinkers excel in areas such as discovery, invention, creativity, leadership, social influence, analytical thinking, active learning, and problem-solving. Their brains are wired differently, enabling them to thrive in imagining, reasoning, and interpersonal skills. In fact, 40% of the world’s greatest innovators and entrepreneurs are dyslexic, including renowned figures such as Richard Branson, Steve Jobs, Whoopi Goldberg, and Muhammad Ali.
Recognizing the immense value of dyslexic thinking, organizations must understand the benefits and potential that dyslexic thinkers bring to the table. However, there is a disparity between HR leaders’ perception of their organizations’ understanding and the actual experiences of dyslexic employees. To bridge this gap and create a dyslexic-friendly workplace, organizations need to take concrete steps in their recruitment and retention processes.
Key Takeaways:
- Dyslexic thinkers possess valuable soft skills and power skills required by organizations.
- They excel in areas such as discovery, invention, creativity, leadership, social influence, analytical thinking, active learning, and problem-solving.
- Dyslexic thinking is a strength that can drive sustainable business growth and provide a competitive advantage.
- Organizations need to improve their recruitment processes to identify and accommodate dyslexic thinkers effectively.
- Dyslexia should be recognized as a talent and skill set rather than a disability, and accommodations should be offered during the recruitment process.
- Creating talent pools and employee resource groups centered on dyslexic thinking can foster a supportive environment and share best practices.
- Companies should adopt a current view of dyslexia, provide training to educate employees about dyslexic thinking, and share workplace resources to change perceptions.
- Ongoing support and affinity groups for dyslexic thinkers are essential for creating a nurturing and empowering workplace.
- Organizations should encourage openness and self-reporting of dyslexic thinking skills, offer workplace adjustments, and adopt assistive technologies to support dyslexic thinkers.
To create a dyslexic-friendly workplace, dyslexia must be recognized as a valuable thinking skill rather than a disability. It is crucial for organizations to offer accommodations during the recruitment process and provide a supportive environment that allows dyslexic thinkers to thrive. By embracing dyslexic thinking, companies can tap into the full potential of dyslexic minds, drive innovation, and achieve sustainable business growth.
Made By Dyslexia, a global charity, aims to help the world understand the value of dyslexic thinking and empower schools and workplaces to embrace it. They provide free training and resources for teachers and workplaces to create inclusive environments where dyslexic learners and employees can thrive. Through collaboration with organizations like Microsoft and LinkedIn, Made By Dyslexia is driving a global movement for change and redefining dyslexia.
In conclusion, organizations that embrace dyslexic thinking and create dyslexic-friendly workplaces will gain a competitive advantage in the evolving business landscape. By recognizing and supporting the unique skills of dyslexic thinkers, companies can foster a culture of inclusion, drive innovation, and create a future-ready workforce.
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