ABSTRACT
The British Dyslexia Association estimates that there are up to 2.9 million workers affected by information processing differences (IPDs). It is therefore vital that employers develop a satisfactory understanding of dyslexia beyond the generally recognised literacy difficulties. This chapter analyses issues behind providing mentoring and safe confidential spaces for disclosure and decision making, within the legal confines of the Equality Act 2010. One of the great strengths that some people with dyslexia possess is a very different way of thinking, the whole ‘big picture thinking’, the ability to see patterns and manipulate shapes and ideas in the mind, inventiveness and creativity. The transition from school and education to the workplace is always a profound experience, no matter who we are. This experience can be both positive and negative but can be particularly challenging for someone with an IPD.
