I think about a lot is the gap between how someone appears at work and what they're actually going through.

Many of us make assumptions based on what we can see. We notice confidence in meetings, professionalism in emails, or someone consistently delivering great work. What we don't always see is the effort, resilience, and emotional energy that may sit behind that performance.

Dyslexia is a good example.

Most people understand dyslexia as a difference that affects reading, writing, spelling, and processing information. What is often overlooked is the emotional impact that can develop alongside those challenges.

Imagine spending years being told you're not trying hard enough when you're already working twice as hard as everyone else. Imagine worrying that a spelling mistake or typo will make people question your competence. Imagine constantly finding ways to adapt to systems that were never designed with your needs in mind.

Over time, those experiences can leave a lasting mark.

Research has shown that people with dyslexia are at a higher risk of experiencing mental health challenges, including anxiety and low self-esteem. A 2024 study published in the journal Dyslexia found that dyslexia is associated with an elevated risk of anxiety and other mental health concerns, highlighting the importance of understanding the wider emotional impact of neurodivergence.

Yet despite growing awareness around neurodiversity, many workplaces still aren't having open conversations about dyslexia. Too often, support focuses solely on practical adjustments while overlooking the emotional weight that individuals may be carrying.

The reality is that many employees with dyslexia have become experts at adapting. They develop strategies, use technology, double-check their work, and often mask their difficulties so effectively that colleagues never realise the challenges they face.

But masking comes at a cost. It can be exhausting, increase stress levels, and contribute to burnout.

Creating truly inclusive workplaces means looking beyond visible performance and recognising the whole person. It means understanding that someone may be succeeding professionally while quietly battling self-doubt, anxiety, or the lingering effects of years spent feeling misunderstood.

When we broaden our understanding of neurodiversity, we create space for more honest conversations, better support, and greater empathy.



Because inclusion isn't just about accommodating differences. It's about recognising the human experience behind them.

And sometimes, the most important things people are managing are the things we can't see.