NEW ADVICE ON CVS, APPLICATIONS AND INTERVIEWS FOR GRADUATES WITH DYSLEXIA
Being a dyslexic graduate can make a tough job market feel even tougher. Graduate applications, CVs, covering letters, assessment days and interviews are all more stressful if words swim on the page in front of you and reading, writing and spelling aren’t your strong suit.
But in some cases, having dyslexia can actually be an asset when job hunting — if you handle the situation correctly. Don’t believe us? Here, careers expert Anne Wilson shares her best tips for dyslexic graduates…
Be proud. “If you’re a dyslexic graduate, be proud of it!” says Anne. “You’re clearly not just intelligent, you’re also persistent. That’s something that employers love — so work it. You can even use your dyslexia as an example of how you tackle problems and overcome challenges. People who aren’t dyslexic will have to think of something else, but your example is probably stronger.”
Help yourself. “It’s important to be objective about your strengths as well as the things you find difficult. In writing applications, use every strategy you’ve learned about what works for you — and keep exploring new tools that can help you, like mind mapping and voice activated software. The best way to check any document is to read it out loud. Also seek help from others with writing your CV and covering letters and in preparing for interviews.”
Chloe, 24, who is training to be a midwife after working in a medical support role after graduating, says: “Don’t hide your dyslexia. Use the interview as an opportunity to show the strategies you’ve used to get round it. It shows that you have initiative and are pro-active about ways to improve.”
Present it as a positive. “It’s entirely your choice whether or not to disclose your dyslexia, but if you do, don’t apologise, do it with confidence. Employers will be impressed that you have taken charge of the situation and are happy to discuss your dyslexia openly. You can even give them the opportunity to ask any questions they have about how your dyslexia impacts your work. They won’t be expecting that, and it demonstrates real confidence and maturity.”
Graduate Leo, 28, who works for a charity, says: “If there’s a timed task as part of the selection process, you normally get extra time if you tell them you’re dyslexic. Dyslexics often have wonderful, creative, out-of-the box ideas but forget that other people sometimes can’t see the thinking which gets them there. Try not to get frustrated if no-one ‘gets’ your genius ideas immediately. Instead, work on explaining the logic behind them.”
GRADUATE FOG CLASSIC! This super-popular post was first published in May 2014 and has been updated recently for accuracy
Know your rights “In the UK, employers have to make ‘reasonable adjustment’ for people with dyslexia, which means making allowances in selection and interview and providing certain kinds of support in the job (like special software). Of course, some employers may be less understanding. If you meet one, don’t take it personally. But you might want to think hard about whether you really want to work there.”
TO DISCLOSE, OR NOT TO DISCLOSE? There’s a strong case for declaring your dyslexia on your application, but it’s your choice. If you’re not sure, take advice from someone you trust, who understands the culture in your chosen industry.
Play to your strengths “Okay, so you’re not great with words, spelling, sequences and a few other things. But employers are increasingly aware that lots of dyslexics are creative, visual thinkers, with big ideas (Jamie Oliver and Sir Richard Branson haven’t done too badly for themselves). If you feel you’re a creative thinker, make sure you say so — and back it up with examples.”
Keep smiling. “For all jobseekers, confidence is key — but it’s particularly the case for people with dyslexia. Spend time with people who make you feel good — and invest in building your knowledge and contacts in your chosen field. Believe in yourself and what you have to offer, and it will suddenly feel easier to convince an employer.”
AUTHOR BIO: Anne Wilson is an independent careers counsellor and is currently RLF Fellow at Brunel University www.graduatejobmentor.co.uk
*ARE YOU DYSLEXIC?
How is your job hunt going? Do you have any tips or wisdom to share with other dyslexic graduates who are looking for jobs? Tell us about your experiences below…
“You can even give them the opportunity to ask any questions they have about how your dyslexia impacts your work. They won’t be expecting that, and it demonstrates real confidence and maturity.”
Utterly ludicrous advice, no employer in their right mind will ask a disabled candidate (for dyslexia is a registered disability) ANY questions about their disability.
eg. “Dear candidate, do you find your disability slows you down at work?” Candidates responds yes, or no – its irrelevant.
Employer declines candidate.
Candidate takes employer to employment tribunal on the basis of discrimination, and wins.
I think you’ve misinterpreted. A candidate who declares their dyslexia and is open to a discussion about what they need in terms of reasonable adjustment. That’s what is meant here.
Not at all.
“Dear candidate, what do you need to make you feel comfortable in terms of reasonable adjustment for your disability”.
A ramp, specialist software, lifts. lower height desk. Or in this case 25% extra time to do written tasks or exams.
Employer declines candidate.
Candidate takes employer to employment tribunal on the basis of discrimination, and wins.
The point is the employer NEVER asks the candidate about the reasonable adjustments until after the job offer has been made. The only exception is for the reasonable adjustments that need to be made for the application or interview process itself ie. wheelchair accessibility, large print, hearing loop, extra time allowance etc.
Any other action during the recruitment process opens the employer up to a discrimination claim.
I would respectfully disagree that revealing any kind of disability is a good idea. While you or I may be liberally minded and politically correct there is no guarantee that a hiring manager will have liberal attitudes surrounding disability inclusion. Why give a hiring manager a reason to reject you?
It’s an interesting question. Let’s say you don’t reveal your disability, but then you struggle in the actual job, get disciplined … what then? Would you wish you had declared it?
Good point. Then again your disability might be caused/worsened by being unemployed. For instance the Job Centre’s sanction culture worsening a mental health condition. My instinct is to not disclose but each to their own.
Most (if not all employers) have a box to tick regarding disability. If you fail to declare it and it comes to light, you could be disciplined for failing to be honest on your application form.
The law is on the side of the candidate here, the onus is on the employer to prove that no discrimination has occurred, thus its beneficial for the candidate to disclose their disability.
Interesting link from the Careers Group:
http://www.careers.lon.ac.uk/blog/reach/index.php/2014/01/disclosing-your-disability-to-employers/
Especially this bit:
Once you’ve told an employer about your disability, you’re protected by the Equality Act 2010. This means your employer must take all reasonable steps to provide the necessary adjustments and mustn’t discriminate against you because of your disability.
Bear in mind that if you choose not to tell your employer and later underperform, you won’t be covered by the Equality Act. An employer who was unaware of your condition can’t be judged to have discriminated against you.
Hmm. I’m really interested in the difference between the law and how protected graduates with dyslexia actually feel. It seems people are saying that they fear that disclosing will be held against them, and they’ll never be able to prove it.
If so, is this with all employers, or more likely with smaller or less reputable ones?
And what is the point of having these laws if they don’t give people confidence to be honest about their condition(s)??
It can be an agonising decision as whether or not to disclose your dyslexia to a potential employer. It is in the interest of both parties, as if you apply to the government’s Access To Work scheme with in the first 6 weeks of employment then all adjustments are paid for by the government. Better to have adjustments and be able to perform well in a job than not have them and struggle. Also, if you say nothing at the selection stage then tell an employer later they may be left thinking ‘what else have they not told us?’.
Given that dyslexia has no medical foundation, perhaps We should restrict attention to ailments that have a scientific basis for their diagnosis.
http://psychcentral.com/news/2012/08/08/new-insights-into-the-neuroscience-of-dyslexia/42844.html
@ Tanya It seems people are saying that they fear that disclosing will be held against them, and they’ll never be able to prove it.
The didn’t need to prove it, the burden of proof shifts to the employer. With discrimination claims the onus is on the employer to prove that they didn’t discriminate, its not for the claimant to prove they did.
I have dyspraxia, what happens if a person has dylexia and dyspraxia ? Why is there no support for dyspraxia ? I got diagnosed aged 33.My dyspraxia has caused me a history off problems. I have a degree, PGDip, professional qualification without any support.
I have never had any real support for dyspraxia, if dyslexia was not given the importance, lots of people would slip through the net, and become unemployed or underemployed like dyspraxic graduates !!!
i found out i had dyslexia at the age of 20 back in (2010) during my first year of university. i got all the support that i needed i also went on to get a masters degree. throughout education in primary and secondary school people always told me to try harder when i was trying my hardest, so finding out i had dyslexia was like ok so im not stupid my brain just works differently and i can do things which will benefit my learning for example using yellow paper with black writing. But speaking to people who don’t have dyslexia sometimes don’t understand it and say its not that bad, your just being lazy or you need to take your time when reading and writing.
I have Asperger’s Syndrome, a form of high functioning autism, and since I was only recently diagnosed, all through my teenage years and early 20s it came out as mental health problems. I would never dare tell anyone about my diagnoses as there is definitely stigma and prejudice attached. Due to the autism I have difficulty identifying or connecting with the majority of people.
I think it depends what your disability is as to whether you should disclose it. Personally, due to my experiences, I would be okay to tell an employer if I was dyslexic, but not about being mildly autistic. My guess is that there are a lot of highly intelligent people, geniuses even, who are being overlooked because they don’t have the right personality (don’t get me started on personality tests as part of the recruitment process – I usually get eliminated for being naturally introverted, and no you cannot trick these tests). Employers would rather have normal people than brilliant but broken people.
As I understand it, the only way you can catch an employer out for discrimination is if they offer you the job, you then tell them about your disability, and then they withdraw the job offer from you. If they ask you at application stage and you tell them, they could find any other excuse to reject your application, and there would be no way of catching them. My advice, don’t tell them anything until you are formally offered the job. That way you can actually catch them in act.
If they ask you at application stage and you tell them, they could find any other excuse to reject your application, and there would be no way of catching them
Ludicrous adice, “yet another excuse”, you seem to forget the fact that employ0res ARE allowed to reject candidates if other candidates are better than them. So easy to rely on the ‘oh, I didn’t get the job because of my disability’ excuse. Stoppit, its not what professionals do and its not what professional employers do either. Disability isn’t about adopting victim mentality. The world has moved on and embraces the social model of disability.
I also have aspergers traits (borderline asperger synrdrome) but I am not allowed to get support. My dyspraxia is problematic. I declare to get a guaranteed interview in the NHS. I had an interview, I was asked if I had gaps in my work history, I do have gaps – I blamed on my late diagnosis of dyspraxia. If I had a diagnosis of dyspraxia, I would still have problems. My problems include getting tired easily working slowly, poor coordination, getting stress easily. poor perceptual organisation, multitasking, remembering instruction not easily.
I cannot do many non-graduate jobs. Graduate jobs are competitive, demand a lot.
There is tiny support for dyspraxia, as common as dyslexia, lots of people not knowing they have the condition.
It is Dyspraxia Awareness Week.
@Perfectlyanonymous
I am a borderline aspie. I know people with asperger syndrome, a lot of them are unemployed or underemployed, regardless of qualifications.
It is a disabling condition, with little support.
The Government is doing worse, providing support, less support as a result of the Conservative Party’s cuts cuts cuts.
@Derrick
You need to be more specific with me. Define ‘better candidate’. More relevant experience, better social skills, no gaps in your CV, better exam results? I often have trouble connecting and identifying with people, so I frequently perform badly in interviews and I don’t have as many contacts as everybody else. Even if I fake it at the interview I cannot hide myself all day every day at work so people usually figure out that something is not quite right with me.
I can tell you all the positives about having Asperger’s – fluid intelligence and outstanding attention to detail and problem solving skills to name only three, but if it is the reason I do not have good communication skills, don’t perform well in interviews, have gaps in my CV and under-perform in exams, am I not just using it as an excuse for not being as good as everybody else? When I get a job, I want them to hire me for me, because I was the best candidate, not because undiagnosed Asperger’s has held me back a bit.
So if I apply for a job and am rejected for a better candidate, maybe because I have gaps in my CV and they don’t or because they have better communication skills than I do or because, due to undiagnosed Asperger’s, I didn’t perform as well during my exams so they have better results than I do, or because rather than having outside interests I can use in interview examples, I need to go home and recover from all the lights and noise and the constant buzzing of people, isn’t that still indirectly rejecting me because I have Asperger’s? The thing is they will never get caught out because they didn’t specifically use the disability to reject me.
The point is I don’t get jobs, not because of purely having Asperger’s, but because of the effects of Asperger’s on my life compared to Neurotypical people. Whether or not I declare, I’m screwed. I will probably never be able to get anything more than data entry jobs, even with a maths degree. But as long as I can go home and study theoretical physics, I’m good. I went for so long being confused about myself, it was such a relief to finally get an explanation for me. I am happier and more content with myself than I have ever been. I will always have to work a bit harder than everybody else during the application process, but at least I know why, even if nobody else does, and that seems to make all the difference.
Also, can I just point out that I wasn’t talking about every single employer. Some are very professional and some people are very understanding, but individuals do not always take the same view as the organisation that they work for, and can easily resort to personal prejudices if a small company doesn’t have procedures in place like some of the larger companies. You cannot assume that 100% of the working population understands every single disability, both physical and mental, and accepts it. For that, I think you are being very naïve.
“You need to be more specific with me. Define ‘better candidate’.”
Better in terms of the skills, knowledge and experience the employer is looking for. Often these will be defined within the job description, frequently they are defined as competencies.
” fluid intelligence and outstanding attention to detail and problem solving skills to name only three,”
That’s great especially if you are seeking jobs where attention to detail is of paramount important eg. data analysis, scheduling, timetabing etc.
“When I get a job, I want them to hire me for me, because I was the best candidate,”
They’re not hiring you because you’re you, its not a personality contest. They are looking for the best candidate according to their criteria, that I set out above.
“Whether or not I declare, I’m screwed.”
That’s not my experience, neither is the point of this article.
“but if it is the reason I do not have good communication skills, don’t perform well in interviews”
Well that’s not so good, but there are jobs out there where the communication competency isn’t of paramount important. eg. some elements of data analyis, stats etc. Communication is a wide competency and it doesn’t include verbal communication, there is also written communication and some candidates favour this above face to face. As I say there are jobs out there, seek them.
“The thing is they will never get caught out because they didn’t specifically use the disability to reject me.”
But only a second ago you were saying don’t declare your disability. How can they reject you for your disability when they are unaware of it?
Candidates may well be rejected for poor communication skills, providing the disability has been disclosed and the employer has made reasonable adjustments then its always able to be challenged, however if the disability hasn’t been disclosed then the rejection is the same as anyone else’s.
You cannot assume that there aren’t jobs out there where attention to detail outranks the need to be a good communicator. For that, I think you are being very naive and blaming others rather than chasing the opportunity.
Can I also add that, if I asked why my application was rejected, employers don’t have to tell me the truth do they? It would be a complete waste of my time chasing every employer that rejected me to find out if it was specifically Asperger’s they rejected me for. Easier to just not tell them, and then move onto the next job. I also would not expect employers to automatically hire me because I have Asperger’s and they are afraid of breaking discrimination laws if they don’t.
By not declaring you are just the same as everybody else on paper and you can highlight your strengths without anyone looking at your weaknesses. Disclosure can come later, when you’ve proved to the employer you are capable of doing the job (I’ll assume that’s why they hired you) despite your disability.
You should only have to declare your disability after you have accepted the job offer, although I’ll admit that everything I’ve said so far has been in regards to hidden disabilities. Obviously if your disability is more physical then the employer will have to find out at interview stage.
(No offense intended to anyone, please feel free to disagree with me)
@Derrick
“”The thing is they will never get caught out because they didn’t specifically use the disability to reject me.”
But only a second ago you were saying don’t declare your disability. How can they reject you for your disability when they are unaware of it?
Candidates may well be rejected for poor communication skills, providing the disability has been disclosed and the employer has made reasonable adjustments then its always able to be challenged, however if the disability hasn’t been disclosed then the rejection is the same as anyone else’s.”
Exactly, I don’t declare my disability for that very reason. And I also don’t want people to judge me or treat me any differently because I have Asperger’s Syndrome.
“They’re not hiring you because you’re you, its not a personality contest. They are looking for the best candidate according to their criteria, that I set out above.”
I disagree with this. They can set out all the knowledge, experience and skills required for the job, but at the end of the day, it is about how well you would fit in with the organisation and the rest of the team, and that is down to personality.
“Exactly, I don’t declare my disability for that very reason. And I also don’t want people to judge me or treat me any differently because I have Asperger’s Syndrome.”
So let me get this straight, you want to be treated the same as everyone else, except you do want to use your disability as a convenient excuse when you don’t get offered a job. That’s called using the victim excuse and if its part of your personality make up then perhaps it comes across.
What about employers who ask for your medical records, and then make a judgement bases on it? Remember the woman in the news recently who was refused an air hostess position because she had depression about 10 years ago. Employers and society hate people with mental illness it seems.
What about employers who ask for your medical records
An air hostess is a safety critical role!
http://www.theguardian.com/commentisfree/2014/may/26/lost-dream-job-emirates-depression-mental-health
The comments are very enlightening.
The problem is it seems like the majority of jobs are a combination of admin and customer service. There are limited career options for people who aren’t good at face to face communication or have a more hands on skillset.
It was Derrick, but who is to say medical checks won’t become a part of the recruitment process for ALL roles?
Twitter follower @MoniqueCraine just signposted us towards this post she wrote a couple of months ago – interesting stuff!
To disclose or not to disclose – that is the question!
http://needtosay.weebly.com/blog/to-disclose-or-not-to-disclose-that-is-the-question
“but who is to say medical checks won’t become a part of the recruitment process for ALL roles?”
Who is to say? Employers that’s who’ll say. Clearly you have no idea about who pays for ongoing medicals, drugs and alcohol checks, fit for work checks, occupation health etc in certain industries eg. transport. Its the employer. It costs them a fortune, they certainly won’t be extending it to non-safety critical roles.
@Blake,
That is uncalled for. Tanya, is there any way you could remove that comment?
@Perfectly Anonymous – Comment removed, thanks for drawing my attention to it. As always, I welcome fierce debate on Graduate Fog – but abusive, threatening or aggressive comments will be removed! My website, my rules 🙂
Any job hunting tips for graduate stammers?
Any job hunting tips for graduate stammerers?
@OA I’m planning to do more articles like this, and can certainly do one on tips for stammerers – I know it cab an extra challenge to interviews and assessment centres particularly.
In the meantime, are you in or near London? I know (from personal experience actually!) that the City Lit run excellent courses for adults who stammer. They are very reasonably priced as they are subsidised I think.
Speaking from experience, do not declare it, it will be used against you behind closed doors, ie declare it in a job interview, the people who conduct the interview will strike you off, I had advice from a Recruitment consulant, if you declare it companies will not take you on
I think it depends on the type of jobs. I would not declare for the vast majority of jobs.
In the public sector, there is more understanding, I can get a guaranteed interview, because of my dyspraxia.
I had an interview in the NHS. I was asked if I had any work history gaps. I blamed it on my late diagnosis of dyspraxia.
I blame the charities, If there was better support for dyspraxia, things may be better, no diagnosis on the NHS, severe difficulties getting support.
I have not had any real support for my dyspraxia, which has caused me a history of problems.
What do I say regarding my work history to private sector employers ?
It depends if a person has speech (severe) dyspraxia, or the person has is an aspergers sufferer, it might be difficult not to declare it.
I would like to believe that openness about one’s learning disabilities could be received with understanding and respect in the employment world, however I honestly don’t think this is the ‘norm’ currently due to lack of general knowledge and awareness. Some places I have no doubt do not discriminate (ex. social services, psychology fields, some education related advocates), but I still see fear even in older successful adults who have dyslexia.
I graduated from undergrad in 2013 and I had multiple leading university faculty advise me (including the head of disabilities and services at the school) to NOT disclose at least until AFTER I have a solid relationship with a company (and to pick carefully who I tell to preserve my job). Partially because of the discrimination he (the director of disabilities) dealt with even in his own university job after disclosing. Clearly there seems to still be hypocrisy existing around this topic.
I believe there are places where these differences are understood (and this is increasing) Yale and MIT are known for pushing awareness, but the odds in many places are still stacked against dyslexics. I hope as a community we will get there eventually, but I don’t believe we are there yet as a culture.
“Of course, some employers may be less understanding. If you meet one, don’t take it personally. But you might want to think hard about whether you really want to work there.”
That is SHOCKING advice! If an employer had that attitude to someone with a physical disability, would you be giving them the same advice?!
@Aine A good point – I didn’t notice it before but I see what you mean. I will go back to Anne and see what she says.
In the meantime, do you feel there is a general sense that the challenges faced by dyslexic jobseekers are minimised, compared with challenges that other jobseekers face (say, those with physical disabilities)? I know many neuro-diverse jobseekers feel there is not enough support for them at the moment and that some feel ignored because their obstacles are ‘invisible’, to a greater or lesser extent.
i was struggling to decide if i would disclose dyslexia in a data entry interview and test. the agency asked me if there was anything to disclose.
i read this article and the comments below it. since its data entry have chosen its probably best not to disclose. it sucks when you know you aren’t going to pass the job test, regardless of the interview.
i wish the jobs applications would disclose if theres a test. because specific tests straight away discriminate against people, if they disclose or not, its still putting people in a test environment which they will not face in the job itself… for example – spell checker on a computer is a life saver, but you’re expected to hand write in tests – but not in the job. why?
So I have dyslexia and dyspraxia I always struggled in a test or exam environment but found I am better at practical work and have good communication skills.
Tomorrow I have a interview at a vets I have a lot of experience and diplomas to help me get this job I am confident I can do this job at the vets,but I’m scared in the interview their going to give me a maths or English test I am really bad and didn’t get the right support at school I am really behind with me maths and English to the point I can’t answer simple question on them subjects.
I think having dyslexia has caused me anxiety I do get panic attacks and start doubting myself and the worse thing is when the person interviewing you isn’t as open minded or positive about my disability I try to see in a good light as I have achieved so much it’s just getting over the first hurdle,I hope they give me the chance to show them how passionate I am about this job and how great I am with animals !
I’m very Dyslexic, at 8 I still couldn’t spell my name lol. Im 32 now and have always struggled in work. It seems no matter how hard I try I mess up. I find I can handle the start of a job, in fact I’m usually better than other new employees, but very quickly they will pass me. After a few weeks I’m a confused anxious mess. I find you can ask someone to explain something about 3 times, anymore than that and you hear the inevitable exhaling of breath in sheer frustration at my inexplicit stupidity. Nothing like other colleagues finding you’ve messed up again and they have to fix it. I used to tour guide but and would sell tickets on the street every other day.. at the wrong price. I got some panicked by it and having my wages deducted, sitting in a small room after work clasping a piece of paper with numbers that dont add up jumping around. I got fired. Every job ends in disaster. I lifeguarded for a while but a 32 year old lifeguard at least i saved a kid of drowning a few times.but not enough pay to live.
I feel like everyone else has a key to this world and i don’t. I’ve tried everything and fail. My girlfriend is dumping me after 6 years . I told her i struggled at the start ..oh well. Nothing worse than heading to a job you can’t do. She’svery aggressive with me, i think she hates me, well she told me that, I’m a loser , I feel smart in some ways but so stupid as the same time.
To behonest I’m going to kill myself. I find myself looking forward to sleeping so i can imagine what it would be like to die.
@Tom
Sorry to hear you’re having a rough time and feeling so low. Job hunting is extremely tough and lonely – but you’re NOT alone! I’m sure the Graduate Fog community will respond shortly with support and ideas.
I’ve just converted my book How to Get a Graduate Job in a Recession into a downloadable pdf so I’ll email you that, free of charge (I can see your email address from the back and of the website).
I’ll also ask a few dyslexia experts I know to comment here with ideas and help.
If you’re in a really dark place, I recommend you contact the Samaritans: http://www.samaritans.org/how-we-can-help-you/contact-us
Or Papyrus: https://www.papyrus-uk.org/
Tanya x