Why LinkedIn’s New ‘Dyslexic Thinking’ Skill Is Just the First Step on a Long Path

Last week LinkedIn launched a new skill that members can list on their profile: Dyslexic Thinking. A group led by Sir Richard Branson and Made By Dyslexia led this campaign to showcase the skills people with dyslexia can bring to their workplaces. It is a great step forward; it will undoubtedly drive awareness of neurodivergent thinking and promote inclusivity. But will it really highlight how these skills can be valuable in today’s workplace?

In an ideal world, everyone would know about dyslexia — what dyslexic thinking means, and the strengths and different ways of thinking it can bring. But that’s not the case. Most do not know the different skill areas of dyslexic thinking, such as communication and imagination. To further complicate the matter, not all dyslexic thinkers exhibit all or any of these traits. So we must ask ourselves how this new LinkedIn tag will help promote the benefits and not just serve as another label.

Labels — without clarity and understanding — contribute to stigma. And stigma in the workplace is real. Unfortunately, people with learning and thinking differences, such as dyslexia, often face stigmas that actually disqualify them from being hired or from advancing at work. While awareness is the first step in reducing stigma, awareness by itself is not sufficient. We must do more. 

In our Employing Abilities @Work Report, we found that 42 percent of HR leaders believe that certain work can’t be done by individuals with learning and thinking differences. Companies have a responsibility to hire more diverse and neurodiverse talent in the workplace. To do that, HR leaders must recognize and understand the strengths of those who think differently and evaluate a truly diverse candidate pool. 

We must work together to dispel myths and champion the skills that often come with neurodivergent thinking. For employers and candidates alike, we must reduce stigma before we can expect people to understand and appreciate this new LinkedIn skill. Adding a definition with a description of the benefits, providing an easy-to-access education for LinkedIn users, and showcasing how dyslexic thinkers thrive in various roles are just a few ways in which we can continue the momentum. Understood also has more information about “invisible disabilities” in the workplace.  Looking to the future, we should explore other neurodiverse skill sets, such as dyscalculia, receptive language disorder, and more. In the meantime, let’s celebrate this campaign and empower people who are neurodivergent. This is one great leap. Now, let’s take it further.