Businesses are struggling to hire the employees needed to stay ahead in a changing workplace. As technology like AI takes on more tasks at work, companies will seek talent with ‘soft skills’ that AI cannot replicate. Skills like complex problem solving, adaptability, emotional intelligence, creativity, and innovation. And there is one significant pool of talent with exactly these skills: Dyslexic Thinkers.

That’s because Dyslexic Thinking skills are an exact match for The World Economic Forum’s ‘Skills for the Future’, outlined in their 2023 Future of Jobs Report. Now more than ever, leaders need minds who think differently to shape our workplace of tomorrow. Dyslexic Thinkers can and will move businesses forward. It’s important every organisation understands the value of Dyslexic Thinking — or risk being left behind.

Dyslexic Thinking Skills

1 in 5 of us are dyslexic. Dyslexics display incredible abilities to think laterally, with strengths in creativity, problem-solving and communication skills.

Dyslexic Thinking is defined in the dictionary as: an approach to problem solving, assessing information, and learning, often used by people with dyslexia, it involves pattern recognition, spatial reasoning, lateral thinking, and interpersonal communication.

Let’s take a closer look at the specific skills Dyslexic Thinkers bring to the workplace:

Imagining

84% of dyslexics are above average at Imagining. Dyslexics see the world differently and this helps them drive innovation, coming up with new ideas and approaches that others can’t. As we move forward and embrace new technologies, we need workers who can imagine the unimaginable, adapt and create. That’s where dyslexia comes in.

Visualising

Dyslexics are great at creating new pieces of work or giving new ideas a completely new spin. Many Dyslexic Thinkers are great visualisers, which means they can take a problem as whole, and imagine how something will look after changes. This visual thinking lets them imagine new solutions, from building 3D models to reimagining computer software.

Reasoning

Dyslexics have above average reasoning skills, allowing us to make connections across complex issues, subjects, and data, and coming up with innovative ways to problem solve. This ability to make sense of an issue makes dyslexics excellent big-picture thinkers.  Dyslexics are able to cut through the noise, rather than getting stuck in the details, thinking around a problem.

Communicating

Dyslexic Thinkers are often great at communicating with others. They excel at simplifying concepts, building narratives or selling a vision. These skills can help make them great leaders by building, supporting, and empowering teams, people, and organisations.

How HR can attract Dyslexic Thinkers

Dyslexic Thinking is an advantage to any workplace but many organisations still overlook Dyslexic Thinkers when recruiting new talent. The hiring process often includes standardised tests that filter out dyslexics’ non-standard, divergent thinking. Recent research shows three out of four dyslexics believe the recruitment process puts dyslexics at a disadvantage. 79 percent believe the process does not give them the opportunity to demonstrate their true abilities.

HR can tackle this by tailoring their recruitment processes to align with Dyslexic Thinking. Here are Here are five ways to achieve this:

1. ACKNOWLEDGE Dyslexic Thinking in all recruitment materials, show you value it. And make sure all HR and Talent departments are trained in it.
2. ENSURE role profiles and job adverts specify Dyslexic Thinking skills, like creativity, problem solving
3. REVIEW your methods of recruiting to ensure that Dyslexic Thinking is not being disadvantaged by your processes.
4. TEST your recruitment process with the dyslexics in your organisation – your Employee Resource Group (ERG) or dyslexic community – to help you work out which parts are potentially filtering out the talent you need.
5. CATEGORISE dyslexia as a neurodiversity and a skill, rather than a disability.

Creating workplaces that empower Dyslexic Thinking

Organisations must create workplaces that empower Dyslexic Thinking. When Dyslexic Thinkers feel recognised for their strengths, they can make the most of the vital skills they offer, which benefits the whole organisation.

The first step HR can take to achieve this is by offering training to everyone in the organisation about Dyslexic Thinking. By redefining dyslexia as a skill and highlighting the strengths of Dyslexic Thinking, you create a culture of openness and inclusion where Dyslexic Thinkers feel understood and valued.

This understanding enables managers to recognise the pattern of strengths and challenges in each Dyslexic Thinker on their team. They can then offer adjustments that help dyslexics thrive. This includes providing assistive technologies including speech to text programmes, tablets, or using automated meeting requests.

HR can also create Employee Resource Groups (ERGs) that advocate for Dyslexic Thinkers. These groups open feedback channels between employees and senior leaders and signify a commitment to ensuring dyslexics and other neurodiverse employees are heard.

Dyslexic Thinking for the future

The World Economic Forum (WEF) predicts that 50 percent of jobs will be done by machines by 2025. In an age when facts can be Googled and spelling, punctuation, and grammar can be corrected with the click of a button, it is human creativity, imagination, and intuition that distinguishes us from machines. Dyslexics have the most valuable skills that machines cannot replicate. It’s clear that redefining dyslexia as a skill and empowering Dyslexic Thinking is key to future-proofing any organisation.

Kate Griggs is the author of This is Dyslexia (Penguin) and Empowering Dyslexic Thinking at Work, a free access course on LinkedIn Learning.