Supporting Council Clerks with Dyslexia: Making Reasonable Adjustments
We were recently approached by a council looking for guidance on supporting their clerk, Selina, who was recently diagnosed with dyslexia. It’s fantastic to see councils actively seeking ways to make their workplaces more inclusive and accessible. Under the Equality Act 2010, councils have a duty to make ‘reasonable adjustments’ to ensure that employees with disabilities, like dyslexia, can work effectively and are not at a disadvantage.
In this case, the council wanted to balance their commitment to supporting Selina with the need to maintain effective performance, especially around key tasks like preparing minutes and agendas. Making adjustments for dyslexia can involve simple but effective changes, such as providing tools or additional support. Here’s how this might look:
Legal Considerations: Dyslexia as a Protected Characteristic
Dyslexia is recognised as a disability under the Equality Act, meaning employers must take reasonable steps to accommodate it. Since Selina’s diagnosis is new, the council is required to make adjustments that can help her in her role, such as allowing additional time for certain tasks or offering assistive technology like speech-to-text software.
Reasonable Adjustments for Dyslexia
Every situation is unique, but some practical adjustments for dyslexia might include:
Assistive Tools: Software like speech-to-text, Grammarly, or dyslexia-friendly fonts can make written tasks more manageable.
Flexible Timing: Allowing a bit more time for tasks that involve reading or writing, like preparing minutes and agendas.
Training and Mentoring: Offering access to dyslexia-specific training or pairing the clerk with a mentor can be highly beneficial. In this case, Selina has already started training with GAPTC, which could be supplemented with further dyslexia-focused support.
Clear Expectations and Ongoing Support
It’s important for councils to set out clear expectations around document quality and other key responsibilities, while also documenting the support provided. Creating a simple action plan can help track progress and ensure Selina has the right support in place. Regular check-ins and feedback will help monitor improvements and identify if further adjustments are needed.
Balancing Support and Performance Requirements
If performance issues continue despite these adjustments, councils can consider disciplinary actions, but this must be done fairly and carefully. This involves documenting all support efforts, starting with verbal warnings, and only escalating if necessary. Consulting with HR or legal experts can ensure the process remains fair and compliant.
Putting It in Context: Reasonable Adjustments for All Disabilities
Dyslexia is just one example, but the concept of reasonable adjustments applies to any disability. For councils, it’s about creating an environment where everyone can succeed, regardless of their needs. Adjustments might range from physical changes to buildings for mobility impairments to providing information in alternative formats for visual or hearing impairments. The key is to remain open, flexible, and proactive in finding solutions.
By understanding and implementing reasonable adjustments, councils can ensure they’re compliant with the law and, more importantly, create a supportive workplace where all staff can thrive. If you’re a council looking for guidance on reasonable adjustments or support with a specific case, we’re here to help!