Practical, kind and business-boosting tips for every employer.
More companies are waking up to the power of a truly diverse workforce, and that includes embracing neurodiversity. One group often overlooked in this conversation? Dyspraxic employees.
Dyspraxia (also called Developmental Coordination Disorder or DCD) affects motor coordination, planning, organisation, spatial awareness, and sometimes speech. Around 1 in 10 people are dyspraxic, meaning most workplaces already include dyspraxic talent, whether they realise it or not.
But here’s the important bit:
The challenges dyspraxic employees face usually come from the environment, not from their abilities.
With the right support, dyspraxic people thrive in their roles, bringing creativity, determination, empathy and innovative thinking to the table.
So, how can employers better support dyspraxia in the workplace?
Grab a cuppa, let’s break it down.
🌟 Start with Understanding
(Knowledge = less confusion, more empowerment)
Dyspraxia shows up differently in every person. Common traits include:
- Difficulty with tasks requiring fine motor skills (e.g., handwriting)
- Challenges with organisation and sequencing tasks
- Fatigue, because everyday tasks demand more effort
- Sensory sensitivities or overwhelm in chaotic environments
- Struggling with verbal instructions if delivered too quickly
None of these relate to intelligence. In fact, many dyspraxic individuals excel at:
✨ Creative problem-solving
✨ Idea generation and big-picture thinking
✨ Empathy and communication
✨ Perseverance and resilience
In short: dyspraxia does not limit brilliance.
🧩 Make the Environment Work for Them
(Reasonable adjustments = major productivity boost)
Small workplace changes can have a huge impact. Consider:
For motor coordination needs:
- Speech-to-text software instead of handwriting ✍️→🎤
- Ergonomic keyboards or stabilizing tools
- Extra time for note-taking or form filling
For focus + sensory comfort:
- Quiet working areas or remote work options
- Reduced clutter in shared spaces
- Clear, consistent workspace layouts (please… no surprise furniture rearranging)
For organisation + planning:
- Shared calendars and task-tracking tools
- Colour-coding systems
- Clear written processes and job expectations
These adjustments are low cost and massively high reward.
📋 Communicate Clearly (No Guessing Games)
Many dyspraxic employees process information better when it is structured and predictable. Try:
✔ Providing instructions in writing as well as verbally
✔ Breaking tasks into smaller, logical steps
✔ Giving advance notice of changes to plans
✔ Avoiding rushed, vague requests like “just do it quickly!”
Pro tip: ask
“Would you like me to talk through this with visuals, a checklist, or both?”
Options = empowerment.
🧠 Flexibility Helps Everyone
Traditional workplace structures sometimes assume all brains operate the same way. That’s… optimistic. 😅
Flexibility that supports dyspraxia at work:
- Hybrid or remote working to reduce sensory overload
- Flexible hours to manage fatigue
- Breaks based on need, not the clock
- Extra time for new tasks and training
This isn’t “special treatment.”
It’s ensuring every employee has what they need to be successful.
🤝 A Supportive Culture Matters Most
Dyspraxic employees often mask their struggles to avoid judgement.
But hiding takes energy that could be spent on meaningful work.
Build a culture where:
💬 Employees can share challenges without stigma
👏 Strengths are recognised publicly
🧠 Differences are normalised, not “accommodated”
🪴 Growth matters more than perfection
Even small gestures, like patience, kindness, and checking in, create psychological safety.
When employees feel understood, creativity flourishes.
🎯 Focus on Strengths, Not What’s Difficult
Instead of “fixing weaknesses,” align roles with strengths. For many dyspraxic employees, these include:
- Imagination and storytelling
- Problem-solving under pressure
- Empathy and teamwork
- Innovative solutions and new perspectives
- Loyalty and long-term commitment
- Seeing connections others overlook
Dyspraxic minds often approach problems differently
→ which leads to ideas no one else sees coming.
Why would any employer want to miss out on that?
The Business Case (because yes, this also boosts profits)
Supporting dyspraxic employees leads to:
📈 Higher productivity
📈 Smarter problem-solving
📈 Better team morale
📈 Reduced turnover and recruitment costs
📈 A stronger, more inclusive company reputation
Companies succeed when every brain is able to do its best work.
Inclusion Unlocks Innovation
Supporting dyspraxia in the workplace isn’t just a legal responsibility (though in the UK, dyspraxia is covered by the Equality Act 2010).
It’s a strategic advantage.
Workplaces that embrace neurodiversity are:
- More adaptable
- More innovative
- More human
And above all… more successful.
So let this be the shift:
From: “Why can’t you just do it the normal way?”
To: “What can we adjust so you can thrive?”
When employers build environments for all minds,
everyone wins. 🌍✨
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