4. Disclosure at job application
Many application forms now have a section for declaring a disability. Some forms may have a direct question about dyslexia. A dyslexic applicant is not obliged to volunteer information about their dyslexia but they should answer honestly any questions that are asked by a prospective employer.
An early disclosure concerning dyslexia may be seen to show a more open approach, enabling future employers to offer adjustments which could prevent employees running into difficulties later.
Reasons people give for not disclosing:
- I avoid disclosing on my initial application as I don’t want to risk rejection without the chance of an interview.
- I am embarrassed
- I did not think it was my place to expect help or changes to the interview process
- I want to be considered on merit and don’t want to be interviewed because I have ticked the disability box.
- I was worried about discrimination.
Reasons people give for disclosure:
- Dyslexia does not carry the stigma it did in the past.
- I chose to be up front about dyslexia as employers need to know what they are getting.
- I would disclose before going to a job application assessment centre to ensure extra time is given for written tests.
Generally, disclosure provides opportunities for more effective partnerships.
Adjustments and the interview process.The duty to make adjustments covers applicants through the interview process. Many companies will consider making changes to aspects such as psychometric tests, which can be difficult for dyslexic people, or extending the length of the interview.
- Offer the dyslexic applicant interview questions 15 minutes before the interview so they can bullet point memory cues.
- Make sure you have used a dyslexia friendly font for the questions such as ‘Lexia Readable’, ‘Verdana’
- Repeat the questions in the interview since dyslexic people will often inadvertently go off track.
- Offer a presentation opportunity to let a candidate demonstrate their strengths.
- Give very precise feed back to a dyslexic applicant and, if there is a possibility of future employment, encourage potential employers to apply again to your company. Dyslexic people often have low self esteem and may not tackle a second interview.
Some dyslexic individuals cannot process multiple choice questions. The Government will outline ‘reasonable adjustments’ for this in the next two years. A ‘portfolio’ of evidence might replace this testing.
- Modifying procedures for psychometric tests might be helpful –consider giving extra time in the selection process.
Remember employers only have a duty to accommodate an employee with dyslexia if they know that they are dyslexic.
The dyslexic candidate is often asked to provide the employer with evidence of dyslexia through a diagnostic assessment or a screening. The manager of the HR department should have guidelines to cover this requirement.
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