Employers Guide - Dyspraxia Foundation

Dyspraxia Foundation Guide For Employers
Her new boss was unhappy about the
standard of the reports and pressurised Sandra
to improve the quality and provide more
content. The difficulties made Sandra very
stressed. She took a couple of files home to
update them and was formally admonished.
The stress became too much for her and she
started to take odd days off work. Then she
was off for two weeks. The doctor’s note said
she was suffering from stress.
It was at this point that the difficulty with
writing became public. The Human Resources
team organised an assessment for Sandra.
The psychologist said that she had
dyspraxia. After the characteristics of
dyspraxia were explained to her, Sandra wept
with relief.
The management put in place a tick-box
system with forms for Sandra to complete for
each resident each
night. When more
extensive information
was needed, Sandra
used a Dictaphone
which was listened
to by the day shift
supervisor and
relevant notes were
made on the file.
Sandra also attended
a literacy class
with support for her
dyspraxia so that she
could increase the
amount she could do
on her own.
The major points of relief for her stress were:
• Recognising the special specific nature
of her dyspraxic difficulties.
• Being told by her management that
she was respected for her strengths and
that they would work to bridge her
difficulties.
• Understanding that her job was not at
risk.
• Declaring her dyspraxic difference
to the other staff and finding them
helpful and practical about it.
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