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Corporate UK, the skills crisis and dyslexia

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Categories: Dyslexia, HR, Skills Crisis, The Prince's Trust, Personnel
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Reading to learn in businessMartina Milburn CBE, Chief Executive of The Prince’s Trust, has just revealed that three quarters of UK business leaders think there’s a skills crisis coming to the UK in the next three years; nearly half of them think it will be here by this time next year.

Two thirds of the people spoken to thought it could de-rail the economic recovery, and the same proportion are thinking that urgent action is required (The Prince’s Trust & HSBC 14/8/14).

She said she was: “urging businesses to take action now to up-skill the workforce of the future...UK plc needs to invest in the next generation to avoid a skills vacuum”.

The gap between what we have and what we need means more training sessions are going to be organised across UK workplaces. These will include appropriate training for the 82,000 young dyslexics who have made it into employment in the last three months, and the increasing number who will follow them in the government’s drive for full employment.

A vital component for success in this “action to up-skill the workforce” is whether dyslexic staff are taught in the ways that enable them to successfully learn and acquire new skills at work. At least 10% of young new trainees will be dyslexic, and to up-skill them to the best of their capabilities requires trainers to have working knowledge and understanding of dyslexia and co-occurring learning difficulties. More than this, they must know how to make adjustments for them in advance in their own workplace training environment*.

Employment research shows that everyone at work benefits from making this kind of training provision for dyslexic workers, in terms of improving skills, creating better working relationships and adding value to the company’s image.

Trainers in the UK’s flagship corporations can lead the way by investing in learning how to train their creative dyslexic colleagues. This kind of progressive HR strategy that reduces the coming skills gap can only enhance a brand’s reputation for delivering inclusive and skills-orientated training programmes.

*See our blog on the Equality Act 2010.

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