Designing with Dyslexia in Mind

By Jeannette Washington, M.Ed.

Every October, Dyslexia Awareness Month brings attention to the millions of individuals worldwide who navigate learning, working, and communicating with a brain that processes language differently. As someone who has spent over a decade working in speech-language pathology, dyslexia intervention, and inclusive education, and as the author of two textbooks on dyslexia and technology, this month holds both personal and professional significance for me.

For learning designers, especially those creating workplace training, professional development, or eLearning, Dyslexia Awareness Month is an opportunity to reflect on how design choices impact one of the largest neurodiverse groups. It is estimated that one in five people has dyslexia, which means any given training program almost certainly serves dyslexic participants.

This article outlines specific, practical strategies that move from awareness to action and help create content that works for dyslexic individuals in organizational learning contexts.

1. Understand dyslexia beyond the myths

The first step is moving past outdated stereotypes. Dyslexia is not simply about reversing letters. It is a difference in how the brain processes written and spoken language. Challenges often include decoding words, spelling, working memory, and reading fluency. Strengths can include problem-solving, big-picture thinking, and creativity.

For learning designers, this means:

• Avoid reducing dyslexia to a single deficit.
• Recognize that difficulty with reading speed or accuracy does not reflect intelligence or capability.
• Design with the understanding that learners may have a high verbal IQ but still struggle with written instructions.

Tip: Review current training materials and flag any activities that rely heavily on timed reading tasks without offering alternatives.

2. Simplify & structure content

When cognitive load is high, dyslexic learners may spend more energy decoding text than absorbing meaning. Clear structure and predictable formatting reduce this barrier.

Practical steps include:

• Use short paragraphs and bullet points to make scanning easier.
• Place key information at the beginning of sections.
• Chunk content into logical sections with clear subheadings.

In eLearning, microlearning principles that deliver smaller, digestible lessons are especially effective for dyslexic learners in fast-paced corporate environments.

3. Optimize typography & layout

Typography is one of the simplest ways to reduce barriers. So best practices include:

• Choose sans-serif fonts such as Arial, Calibri, or Verdana. Avoid ornate or condensed typefaces.
• Use a minimum font size of 12 to 14 points and allow learners to adjust size.
• Avoid full justification and left-align text for consistent word spacing.
• Maintain generous line spacing of 1.5 or more to prevent crowding.

Some organizations experiment with dyslexia-friendly fonts such as OpenDyslexic. While research on their effectiveness is mixed, offering font choice can be empowering.

4. Incorporate multisensory learning

Dyslexic learners often benefit from experiences that engage more than one sense at a time.

Ways to integrate this approach include:

• Pair written text with audio narration or video explanations.
• Use visual cues such as icons, diagrams, or infographics to reinforce key concepts.
• Include interactive elements such as drag-and-drop activities, simulations, or real-world scenarios.

For example, in compliance training, rather than presenting a text-heavy policy page, combine an illustrated flowchart with a short narrated video and a quick knowledge check.

5. Provide multiple pathways for assessment

Traditional written tests can hide a dyslexic learner’s true understanding. In corporate learning, performance should be measured by mastery rather than reading speed.

Alternative assessment options include:

• Allow verbal responses through recorded audio or live discussion.
• Use scenario-based decision making instead of text-only quizzes.
• Offer project-based tasks where learners demonstrate skills in authentic contexts.

When written responses are necessary, provide spellcheck tools or additional time.

6. Use technology intentionally

Assistive technology can be a game-changer, but only if learners know it is available and feel comfortable using it.

Integrate and normalize tools such as:

• Text-to-speech for reading documents or course pages.
• Speech-to-text for writing assignments or form entries.
• Screen masking or highlighting tools to guide visual focus.

During onboarding or course introductions, present these tools as standard features rather than special accommodations. This reduces stigma and increases adoption.

7. Foster a dyslexia-friendly culture in learning spaces

Even the most accessible course will fall short if the learning environment does not feel psychologically safe.

As a designer, you can:

• Include statements of commitment to accessibility in training introductions.
• Represent dyslexic individuals in scenarios, imagery, and examples.
• Work with facilitators to ensure instructions are delivered verbally and visually.

In live or virtual sessions, encourage participants to request content in different formats without feeling singled out.

8. Test with dyslexic learners

One of the most powerful design decisions is to involve dyslexic individuals in your development process.

Steps to take:

• Invite feedback from employees or test groups during pilot phases.
• Ask specific questions about what made engagement easier or harder.
• Iterate based on real-world experiences rather than relying solely on compliance checklists.

Moving from awareness to action

It is our responsibility to bring out the best in our increasing diverse workforce. The strategies outlined here make learning materials clearer, more flexible, and easier to use. Dyslexic learners benefit directly, but so does everyone else. Clearer instructions reduce confusion, flexible pacing supports busy professionals, and multisensory options create stronger engagement. Even though the focus this month is on dyslexia, these same design choices raise the overall quality of learning programs. This October, as conversations around dyslexia awareness take center stage, let us commit as a learning design community to move beyond acknowledgment. Let us build learning ecosystems where everyone is set up to thrive. When we structure content clearly, offer multiple ways to engage and respond, and normalize the use of supportive tools, we create learning that benefits everyone.

Image credit: Neelrong28