“Despite words to the contrary elsewhere, it is unlikely that the case will lead to a sudden flood of discrimination claims from dyslexic employees. However, concerned employers should consider seeking legal advice about their duties and the reasonable adjustments that they should be providing. It’s always prudent to periodically deliver training for management teams about equal opportunities, and specific dyslexia awareness training for colleagues of dyslexic employees ought to be provided.
As with any employment law issue, prevention is always better than cure. Taking constructive steps to provide a positive working environment for all employees – regardless of their abilities – will not only prevent the obvious risk of legal trouble, it can also improve productivity, morale and a sense of community. In the long run, this is worth much more than the cost of reasonable adjustments.”
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