Employers Guide - Dyspraxia Foundation

Dyspraxia Foundation Guide For Employers
• A clear chain of actions to support
disclosure e.g. organisational
awareness routes for assessment,
mentoring.
• A re-framing for capability issues.
• Making “difference” a positive
contribution to an organisation.
• A “whole organisation” cascaded
approach.
• Clarification of responsibility of
employer and employee.
• Listening and responding.
• H.R. awareness of too much or too
little holiday or sickness leave being
taken and finding out why.
How can reasonable adjustment help reduce
stress?
• By providing a supportive environment.
• Creating good communication.
• Being responsive.
• Focusing on difficult tasks with specific
strategies for solutions.
• Setting small goals.
• Being aware of individual need.
• Awareness of difference.
• Management support and concern for
employees promotes a positive climate.
• Help groups, designated contact
member of staff.
• Welfare support.
• Correct etiquette.
Case Study: Sandra
Sandra has worked in a care role for many
years. For the past ten years she has been
working on the night shift in a residential care
home for adults with emotional difficulties.
Sandra is respected by all the other staff for
her skills with the residents. She seems to have
an empathy with all of them and somehow
seems to anticipate what their mood is and
when trouble is brewing.
Because of her obvious practical skills, Sandra
was promoted to be in charge of a team of
three at night.
She had always had difficulty with the process
of writing. At school her writing was so untidy
even she found it hard to read. She avoided
‘putting pen to paper’ and could just about
manage a birthday card to relatives. For
two years Sandra managed the increased
responsibility through asking one of the others
in the team to complete any paperwork that
was required.
Then a change in management occurred at
almost the same time that more detailed and
extensive reporting was required. Sandra was
directly responsible for the reports from the
night shift. Each individual had a log which
was to be maintained. There was an overall
report to be completed each week as well as
a quarterly report.
Sandra was told that she had to complete the
paperwork as she was the responsible
member of staff. At first she thought she could
get help with this at home, but the records
had to be kept on site for access and
confidentiality. So Sandra stayed behind to
complete the paperwork. She tried to make
her writing as clear as possible.
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