Following the victory of Paralympian Sabrina Fortune, internet searches for speech dyspraxia have skyrocketed by 600 per cent. Sabrina has speech dyspraxia and a mild intellectual impairment because of the condition. Her victory at the Paris 2024 Summer Paralympic Games has helped put a spotlight on the condition.

Guy Thornton, founder of Practice Aptitude Tests, examined legislation for speech dyspraxia (developmental verbal dyspraxia/childhood apraxia of speech) and dyslexia and has provided some insight on what support those with the condition can obtain when applying for jobs or taking tests.

Guy said, “Unlike education and the school system, there are no clear guidelines for employers and what steps they should take when dealing with applicants with learning impairments.

“Despite there being no specific legislation that focuses only on intellectual impairments such as speech dyspraxia and dyslexia, there is the Equality Act of 2010. The act states that employers must make reasonable adjustments to the selection and assessment process, as well as working conditions, so that someone with a condition such as dyslexia or speech dyspraxia is not placed at a disadvantage.”

Those who have conditions such as speech dyspraxia can ask their employer/recruiter for support during the application process when completing tasks. This support usually comes in the form of extended time or audible help.

Further provisions include:

  • Access to work scheme: There is a government scheme that offers support for both employers and applicants. For employers, this means they receive support when hiring people with disabilities and have the costs covered for adapting equipment if needed. Applicants can receive money towards travel if they cannot take public transport to work. They also have access to a job coach to help with the interview process and application.
  • Jobcentre Plus and Specialist Disability Employment Advisers: The Jobcentre offers tailored support for jobseekers with intellectual impairments through its work coaches and Specialist Disability Employment Advisers (SDEAs). This support includes helping with job searches, preparing interviews, and providing advice on how to secure reasonable adjustments and how to organise this with employers.
  • Disability Confident scheme: The disability confident scheme encourages employers to think differently about disability and take action to improve how they recruit, retain, and develop disabled people. Employers in the scheme become ‘Disability Confident’ and ensure their recruitment process is accessible to people with disabilities. They also must offer an interview to any disabled applicant who meets the minimum requirements for the job.

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