October is ADHD awareness month, so what better time to raise awareness of the Bionic Reading technique, alongside other ways you can support your staff and create a more inclusive environment?

Let’s talk about Bionic Reading, what it is, how to use it, and how it can help staff with ADHD and potentially other members of your team with neurodiverse conditions, like dyslexia.

What is Bionic Reading?

Swiss developer and typographic designer Renato Casutt spent six years developing the technique of Bionic Reading, the very same technique we’re using to write this blog.

It works by highlighting a limited number of letters in a word in bold to help people read faster and use less focus.

Why is it useful for people with ADHD and dyslexia?

ADHD alone doesn’t usually cause a problem with reading or processing information. But it can make maintaining focus challenging. That’s why this technique may be beneficial to employees who have ADHD as its aim is to allow the reader to improve their reading experience, speed, and comprehension.

It’s also been suggested this method of writing can help people with dyslexia but for very different reasons…

Someone with dyslexia for example may get stuck sounding out individual parts of a sentence or word. This technique helps to move their eyes from one bold section to the next allowing the reader's brain to fill in gaps from memory.

Research is still being done into the effectiveness of this technique. But it’s a great example of just one simple way you can better understand the challenges your employees may face to make your workplace more inclusive and accessible.

So, how else can you support staff with ADHD in your workplace?

It’s not always easy to openly discuss neurodiverse conditions. Many people may struggle or feel uncomfortable doing so, especially in the workplace. That’s why it’s important to open a dialogue and create an environment where staff feel safe to be open.

Understanding the reasons staff may not want to be open with you is key. Their reasons may stem from a fear that it will impact the perceptions of their abilities or performance, or even that assumptions will be made about their soft skills like time management and organisation.

It’s important to remember one employee who suffers from ADHD won’t always exhibit the same pattern of behaviour as another. As with anything in life, one person's experience with ADHD can differ from the next.

Adapting for neurodiversity at work

An effective way to support your neurodiverse staff as an employer is to speak to your employees and make reasonable adjustments if necessary. You can even conduct an occupational health report if you and your employee agree one is needed.

Remember, all employers are obligated to not discriminate against employees. And one way to make your workplace more accessible to all is to make reasonable adjustments for workers with a disability which extends to conditions like autism, ADHD, dyslexia, and dyspraxia, amongst many others.

Reasonable adjustments can range from techniques like Bionic Reading to desk dividers, coloured overlays for paperwork, noise-cancelling headphones, and even flexible working.

Offering your staff flexible working arrangements could be an effective way to support neurodiverse employees. Especially those who have different work styles and preferences. But again, it’s important to have a conversation with your staff first about whether they will be comfortable and productive from home.

Everybody is different, for staff with conditions like ADHD being in their own environment may be less stimulating and more of a comfort—boosting their ability to work.

Equally, some people who suffer from ADHD may get overwhelmed or distracted by other people or tasks in their household and could find it harder to maintain their productivity.

Having these conversations, including these arrangements in your employee handbooks, and introducing working-from-home policies and risk assessments is key to both protecting your staff and also making sure your team is operating at its full potential.

It’s also extremely important to check in on your employees about their working needs because failure to consider reasonable adjustments or treating someone less favourably because they have a disability is likely to be seen as discrimination.

Handling topics like neurodiversity on your own can be daunting. But BrightHR’s employment relations adviceline BrightAdvice is here to give you the prompt guidance and support you need to effectively champion neurodiverse employees in your workplace.

Make sure you’re aware of and can prevent the barriers that stand in the way of your staff’s success. Speak to your BrightAdvice team today on 0844 728 0180.

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