Understand Your Legal Rights
Dyscalculia is recognised as a disability under the Equality Act 2010. Understanding your rights will empower you to ask for reasonable adjustments, such as using a calculator, additional time for tasks involving numbers, or alternative methods for performing job functions.
Prepare a Clear Explanation of Dyscalculia
Dyscalculia is less well-known than other learning differences, so your employer may not understand how it specifically affects your work, such as difficulties with time management, understanding numerical data, or performing tasks involving numbers.
Suggest Specific Reasonable Adjustments
Unlike other disabilities, the adjustments for dyscalculia often need to be tailored to tasks involving numbers. Examples include using visual aids for schedules, having access to software that assists with numerical tasks, or having a colleague double-check numerical data.
Choose the Right Time and Person
Timing and context can greatly influence how your disclosure is received. If your dyscalculia impacts your job performance, it’s better to disclose early on or when starting new tasks involving numbers to avoid misunderstandings. Consider disclosing to someone in HR or a line manager who understands employment law. Ensure it’s a private and confidential setting.
Document the Disclosure and Follow-Up
Given that dyscalculia affects work in specific ways, documenting your disclosure ensures there’s a record of what was discussed and agreed upon. This can be crucial if you need to request further accommodations or if there’s any dispute later. After the meeting, follow up with an email summarising the discussion and the adjustments agreed upon.
Disclosing personal information, particularly regarding health or disability, in the workplace is a significant decision. Navigating disclosure can be challenging, but being well-prepared and informed can help you manage it more effectively.