In today’s diverse workforce, it’s essential for companies to recognise and accommodate the unique needs of employees with various learning differences. One such difference is dyscalculia, a learning disorder characterised by difficulty in understanding and using numerical concepts. While dyscalculia is often associated with challenges in academic settings, its impact extends into the professional realm, affecting tasks such as budgeting, scheduling, and data analysis. In this blog, we’ll explore what dyscalculia is, its implications in the workplace, and strategies that companies can implement to support individuals with dyscalculia.

We interviewed Em Ledger, Product Manager at the BBC about her experiences of interviewing, living and working with Dyscalculia and we share her insights in this article to help you become an inclusive employer where you support prospective employees and your current employees.

Here are some top tips for supporting candidates at recruitment stage:

• Ask outright if someone needs additional support by listing potential neurodiverse conditions and adding brackets to explain what each one is. This might encourage someone who isn’t diagnosed to share what they struggle with e.g. if they struggle with numbers but are not aware they have Dyscalculia this opens the dialogue.
• Consider what you write on a job advert – does the job you are recruiting for really require a degree. It’s likely you don’t. Try using terminology such as “we welcome people with these skills”/.
• Let candidates know the process for the interview – prepping and planning helps people with different requirements.
• Give people advance warning – can you provide interview material ahead of time to address key concerns. Do they need to do a task on the spot or can they prep in advance.
• Be really clear and open about the process to set them up for success.

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