
Dyslexia at work: stop testing the wrong skills
Does your workplace assess capability or reward a particular way of presenting it? Use this checklist to review recruitment, communication, training and individual support for dyslexia at work.

Feel more prepared to handle awkward conversations at work without avoiding them, overexplaining, or making the situation harder than it needs to be.

Get real-world examples, useful phrasing, and a clearer sense of how to approach common workplace issues with more clarity, fairness, and confidence.

Understand when a people issue can be handled early and informally, and when it is time to pause, document properly, or bring in HR support.
A practical guide to awkward conversations at work, with clear examples of what to say, what not to say, when to pause, and when to get support.

Feel more prepared to handle awkward conversations at work without avoiding them, overexplaining, or making the situation harder than it needs to be.

Get real-world examples, useful phrasing, and a clearer sense of how to approach common workplace issues with more clarity, fairness, and confidence.

Understand when a people issue can be handled early and informally, and when it is time to pause, document properly, or bring in HR support.
A practical guide to awkward conversations at work, with clear examples of what to say, what not to say, when to pause, and when to get support.
Most workplace people problems do not arrive neatly labelled. They build through avoided conversations, blurred boundaries, inconsistent standards, and issues left too long. When leaders have the confidence to address things early, they protect trust, reduce risk, and stop small problems escalating. That is why practical guidance matters.

Does your workplace assess capability or reward a particular way of presenting it? Use this checklist to review recruitment, communication, training and individual support for dyslexia at work.

Supporting ADHD at work starts with how work reaches people. Explore practical ways to clarify priorities, reduce interruptions and agree individual support that helps employees deliver sustainably.

Domestic abuse can show up at work in ways that are easy to misread. Franzi Schimm reflects on her conversation with Cheryl Sharp about what employers should notice, how managers can respond, and the practical support workplaces can offer.
Finding the right people can be one of the biggest barriers to growth.