Diagnosis Of Dyscalculia
A dyscalculia diagnosis in England can only be carried by either a qualified Educational Psychologist or a Level 7 accredited Dyscalculia Assessor with a valid APC. Although the cost varies around the country, the average is between £450 and £900. It is important to know that a diagnosis of dyscalculia is NOT required for a person to receive reasonable adjustments in the workplace or support through the Access to Work scheme.
While most universities are willing to fund this assessment, at least in part for their students, the situation in the workplace is very different. It is important to understand the organisational policy towards funding an assessment and you will need to make this clear within the company’s policies, as well as taking time to explain to the individual who is seeking help.
Disclosure Of Dyscalculia The Workplace
Disclosing Dyscalculia may be a difficult conversation for an individual to have and line managers will need to approach the subject with sensitivity and understanding. Not everyone will feel comfortable sharing their differences due to concerns about assumptions that might be made or fear that they will be faced with dealing with stereotypes or myths such as dyscalculia means they aren’t clever or don’t try or just don’t like maths.
For many adults with a specific learning difference, one of the greatest challenges is coping with a late diagnosis which has often been triggered by academic failure during their training or further studies. Whilst diagnosis often brings relief, as it explains why things might have been difficult, there is also anger and frustration that it had not been recognised and help provided sooner.
In addition, the fact that dyscalculia is classed as a disability can brings its own challenges and requires a great deal of sensitivity. The ‘disability’ label is a highly emotive one and it is easy to see how this might make people feel.
Individuals may experience stress if they fear discrimination and therefore struggle to conceal their problems. They may also lack self-confidence and feel isolated. Having the opportunity to talk to others in the same situation may be beneficial, not only for emotional support but also the opportunity to share helpful tips and strategies.
Reasonable Adjustments In The Workplace
Dyscalculia is covered by the Equality Act 2010. This means that employers have a legal responsibility to protect dyscalculic employees from victimisation, discrimination and harassment. Employers also have a duty to provide Reasonable Adjustments to the workplace (workplace accommodations) to enable their employees who have dyscalculia, diagnosed or not, to carry out their roles.
A ‘Reasonable Adjustment’ is a change to the working environment or
way of working. What is ‘reasonable’ will depend on the employee’s difficulties, the employer’s resources and how practicable the changes are.
Workplace adjustments include anything that makes it easier for the person with dyscalculia to do their job. Adjustments can be obvious and may have a cost, but most are either free, or very low cost. They might not resolve a problem entirely, but they do reduce barriers in the workplace.
Remember, if someone has not had a formal diagnosis, they are still entitled to workplace adjustments in the workplace
Examples Of Workplace Adjustments
- Assistive Technology: Provide access to assistive technology and tools that help employees manage numerical tasks effectively. Provide access to calculators, e.g. DysCalculator, and maths software to assist with arithmetic tasks. Software like Microsoft Excel or Google Sheets can automate calculations and reduce manual errors.
- Apps and Online Tools: Provide budgeting apps like Mint, financial management tools, and time-tracking software such as Toggl to help with organisational tasks
- Flexible Work Arrangements: Offer flexible work hours or remote work or a buddy system to reduce stress and allow for a more comfortable work environment.
- Job Redesign: Modify job duties to minimize the emphasis on numerical tasks where possible or redistribute these tasks among team members.
Access To Work
If the Reasonable Adjustments put in place do not provide sufficient support, the employee may be able to get help from Access to Work. This is a publicly funded employment support programme that aims to help more disabled people start or stay in work. It can provide
practical and financial support if you have a disability or physical or mental health condition.
To apply for Access to Work an individual will need to have a paid job or be about to start or return to one. How much you get depends on your circumstances. The money does not have to be paid back and will not affect your other benefits.
An Access to Work grant can pay for:
- Help getting to and from work
- The requirements of any associated training and assessment.
- Special equipment, adaptations or support worker services to help an employee do things like answer the phone or go to meetings
You can find out more about the access to work scheme here
With thanks to Sylvie at Career-minded circles for her help.
