Page 40 - Part-A

Understanding Specific Learning Difficulties

The Good Practice Guide for Justice Professionals produced by the British
Dyslexia Association recognises the vulnerabilities that can result from an SpLD
for some individuals.

“While Specific Learning Difficulties are not an excuse for criminal behaviour, they
can mean that an individual is more vulnerable to finding themselves in an offending
situation as a consequence of their difficulties. According to the British Dyslexia
Association, calls made to charity helplines frequently paint a picture of a lonely,
disaffected young man who falls in with a criminal set and finds acceptance there.”

Source: https://www.bdadyslexia.org.uk/common/ckeditor/filemanager/userfiles/
Justice_guide_to_SpLDs.pdf

By adulthood, many people with SpLDs learn to compensate for their difficulties by
relying on technology or other people, and this has an impact on the people involved.

The most important thing that can be done as an employer of individuals with dyslexia
is to develop an understanding of dyslexia, have an open mind and take steps to help
maximise the benefits employees can bring to the business.

An employer can learn about the many ways of managing SpLDs and the employees
who have these conditions simply by being open-minded and willing to try new ideas
and ways of working. An employer must be open to new ideas and willing to learn how
to introduce reasonable adjustments in the workplace. Sometimes simple changes
can make a positive difference for employees with SpLDs.

Many of the skills and traits displayed by people with SpLDs are, in fact, very
beneficial to employers in certain circumstances, such as:

• The ability to take an innovative and creative approach to tasks
• Excellent problem solving abilities

• Good communication skills
• Good dexterity and manual skills

• Good visual and spatial skills.

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