Thriving at work: supporting dyspraxic employees day to day

This is the fourth in a five-part blog series designed to help employers support adults with dyspraxia – and, in doing so, more inclusive of neurodivergence. All recommendations are drawn from my personal experience of dyspraxia.

In the first post, I gave an employers’ introduction to dyspraxia. In the second, I explored how to make job interviews accessible for dyspraxic candidates. In the third, I focused on supporting dyspraxic employees through day one and induction. In this fourth instalment, we turn to day-to-day workplace support.

Fire drills

Fire drills – especially in large buildings – can be overwhelming for dyspraxic employees. Navigating unfamiliar routes can be visually and spatially disorienting. The sheer number of people involved can add to the processing strain.

Make sure there is a clear, agreed plan so the employee knows exactly what to do. Give them the option to practice individually in order to familiarise themselves with the route.

And while it may seem obvious, avoid assigning additional responsibilities during drills. Even in managerial roles, this can create unnecessary pressure and increase the likelihood of something going wrong.

Be aware of end-of-day fatigue 

Many dyspraxic people experience fatigue towards the end of the working day.

This is often the result of sustained effort – processing visual-spatial information, coordinating movement, and navigating environments can take more energy than it does for most.

Where possible, build flexibility into the working day. For example, less demanding tasks could be scheduled for later in the day. If appropriate to the role, some dyspraxic employees might benefit from being able to start and finish earlier.

Post-holiday fatigue 

While holidays can be enjoyable, they can also be cognitively demanding for dyspraxic individuals. New environments require processing effort.

As a result, some employees may return from leave feeling more tired than refreshed. I experience brain fog on my first day back.

A lighter workload in the first day back can ease the transition and support a smoother return to routine.

Use technology to reduce cognitive load

The shift towards remote and hybrid working has created new opportunities for inclusion.

Working from home can be particularly beneficial for some dyspraxic employees. It removes the demands of commuting and allows them to begin the day in a familiar, controlled environment.

Have open conversations about what working arrangements help them perform at their best.

Provide support with equipment set-up

Workplace equipment can present unexpected challenges.

For a dyspraxic person, a collection of cables or unfamiliar set-ups can feel confusing and overwhelming – like trying to untangle a bowl of spaghetti.

Where possible, keep workspaces organised and offer support with setting up equipment. Don’t assume this is a task the employee will feel comfortable leading on.

Support event set-up and logistics  

Similarly, tasks like arranging seating, tables or equipment for meetings and events can be difficult. Many dyspraxics cannot visualise how a room should be configured.

Create an environment where dyspraxic employees feel comfortable asking for help with these practical, spatial tasks – without fear of judgement.

Offer pre-event familiarisation

If a dyspraxic employee has a key role at an event – such as presenting – offering a “reccy” (a chance to visit the space in advance) can make a significant difference.

This allows them to get oriented, understand the layout, and even practise where they will stand or present from.

Small changes – like the position of a laptop or screen – can otherwise feel disorienting on the day, reducing focus on the task in hand and fostering anxiety.

What’s next in the series

You’ve created a workplace where your dyspraxic employee can feel supported and confident in their day-to-day role – but how do you support them through change?

In the final post, we’ll explore how to make workplace changes – such as new environments, layouts, or processes – as accessible as possibile for employees with DCD.

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.