How to support dyspraxic employees on day one and during induction

This is the third in a short series of blogs designed to help employers support dyspraxic adults – and, in doing so, more inclusive of neurodiversity. All recommendations are drawn from my lived experience of dyspraxia (also known as developmental coordination disorder or DCD).

In the first, I gave an employers’ introduction to dyspraxia. In the second, I explored how to make job interviews more accessible for dyspraxic candidates. In this third instalment, we focus on how to make your new recruit’s first day and induction period as smooth and supportive as possible.

Ask about disclosure preferences

With growing awareness of neurodivergence, many employees are open to sharing understanding of their condition with colleagues – but this should never be assumed.

Ask your new employee:

• Whether they would like colleagues to be informed that they’re dyspraxic

• Whether they want to share how dyspraxia affects them personally

• How they would like this information to be communicated

These steps ensure they remain in control while allowing you to build a more informed, supportive, stigma-free team environment.

Offer to meet them on arrival

Dyspraxia commonly affects visual-spatial processing and navigation in unfamiliar environments.

Offering to meet your new employee at the entrance on day one is a simple but powerful adjustment. It can significantly reduce first-day anxiety and help them start the day feeling calm, confident and focused.

Support navigation during the early days

Don’t assume that a single explanation of the building layout will be enough, nor a first-day tour.

Instead, ask whether your new employee would benefit from being escorted for their first few days. This is often far more effective than relying on verbal directions, memory, or a map.

Finding essential facilities like toilets, kitchens and printers can be unexpectedly stressful. Proactive support here can prevent unnecessary anxiety and help your new employee settle in more quickly.

Offer support when travelling to other locations

Induction periods often involve visiting different departments, sites or offices.

As with navigating the main workplace, offering to accompany your new employee – or ensuring someone meets them at the destination – can make a significant difference. It allows them to focus on learning and building relationships, rather than worrying about how to get there.

Provide written instructions

Avoid relying solely on verbal instructions – this is a key principle when supporting dyspraxic individuals.

If your new employee needs to learn processes or use equipment, provide clear written guidance alongside any demonstrations. Where possible, offer hands-on support until they feel confident with the sequence of actions involved.

Allow them to tell you when they’ve mastered it; don’t assume that you know the magic number of demonstrations.

Check in regularly (and flexibly)

Sure, it’s normal to check in regularly with new employees, but for someone with dyspraxia – and I’m sure this stretches to all forms of neurodivergence – this may be at shorter intervals.

Show that you’re taking a personalised approach by asking, not dictating, the frequency of, and time intervals between, these check-ins.

What’s next in the series

Your dyspraxic new colleague is settling in – what’s next? In the fourth post of this five-part series we’ll explore how to make day-to-day work as dyspraxia-friendly as possible.

Working with me

If you’d like to go beyond awareness and take practical steps towards becoming a more neurodiversity-friendly organisation, I offer dyspraxia talks and workplace consultancy tailored to employers.

Feel free to get in touch to find out more.