Leading the way
CEOs and business leaders should focus on three areas:
Firstly, share best practice and insight specifically for dyslexia, asking:
- How does our existing approach to dyslexia need to change against this backdrop of rapid transformation?
Secondly, invest in a clear automation strategy targeted at organisational goals, and a people strategy that considers the cultural and skills needs of the organisation4; give clear line-of-sight to the technological potential available and the relative impact on jobs, tasks and skills, asking:
- Are we investing in the right places from an automation and skills perspective, and providing a psychologically safe environment to ensure time, effort and resources are focused on value?
Finally, from a skills basis, seek to develop a neurodiverse capability that understands varying cognitive profiles; the alignment of automation, culture and neurodiversity could be the key to unlocking the value of dyslexia and the future organisation, asking:
- How great are the gains to be had from harnessing neurodiverse teams which could unlock talent to ensure we have a diverse workforce that's fit for the future?