How to support job seekers with specific learning disability

We have developed this guide to provide information and direction on supporting people with specific learning disability. It is a starting point for a range of matters you may wish to consider when offering employment related support to this group of job seekers.

Understanding specific learning disability and the impact on job performance

People with disability are usually experts in their own needs and will understand the impact of their disability on work performance and what workplace adjustments they may need at interviews, while training and on the job. However people with specific learning disability may not necessarily have a great level of self awareness or self acceptance about their disability and may need additional assistance in finding and keeping a job.

A learning disability is characterised by a difference in a person’s level of achievement in some specific skill area as compared to an overall level of achievement. It is not the same as intellectual disability. Some definitions describe it as condition with unknown cause occurring in children and adults of average or above average intelligence and typified by a significant delay in one or more areas of learning.

For some people, learning disability is developmental, occurring through the formative stages of childhood, for others it persists into adult life. Generally speaking a person with learning disability finds the learning process more challenging than usual. It may be harder for them to receive and process information or communicate what they know.

It is by and large a hidden disability though some outward signs of its presence might include uneven or unpredictable test performance, perceptual impairment, and low level movement related problems such as poor coordination or clumsiness. Behaviours like impulsiveness, low tolerance levels and problems in handling day to day social interactions may also occur.

People with specific learning disability may experience difficulties in two related skill areas:

academic skills such as reading, writing, spelling, arithmetic and language (both expression and comprehension)
the skills associated with the learning of skills such as persistence, organisation, social competence and the coordination of movement.

The degree of difficulty will vary from person to person and a person may have difficulties with one or a number of these skill areas. Dyslexia and attention deficit and hyperactivity disorder are other terms referring to particular forms of specific learning disability.

Specific learning disabilities could lead to problems in employment involving verbal reception of information, written instructions, literacy or numeracy requirements, attention to detail, good organisational ability and acceptable behaviour and social skills.

The Workplace Adjustment Tool contains further information on specific learning disability. The Workplace Adjustment Tool is a searchable database that allows you to search for ideas for workplace adjustments and solutions based on a particular disability and the type of job being undertaken.

Put the person first

When developing a job search plan or offering post-employment support it is necessary to be flexible and treat each person with specific learning disability individually. Tailor your approach to individual needs and capacities and focus clearly on each person’s goals and abilities. This should also entail reassessing and adapting plans and support as necessary and linking people into relevant specialist services.

Tapping into existing support networks may also assist job seekers to achieve their vocational goals. Use current and valid assessments and reports (school, work experience, medical, rehabilitation and work capacity) to help you gain a full understanding of the person’s strengths, barriers and any assistance they will require along the road to employment.

Pre-employment strategies

You can assist job seekers with specific learning disability to find suitable and durable employment by developing an individualised pre-employment plan that incorporates a discussion of the following:

an exploration of realistic job options
a job development strategy covering resumes, interviews and job search techniques, including the job seeker’s role and your role in these activities
consideration of disability disclosure
requirements for workplace adjustments or modifications
consideration of post-placement support needs.

Job search

Sometimes people with specific learning disability may have unrealistic ideas about jobs in which they could succeed. This may have been fostered by parents, carers or teachers with either unachievable or low expectations placed upon the person. Alternatively it may be the result of a limited exposure to a variety of work environments, limiting their capacity to make an informed choice. Whatever the cause, it is crucial to carefully explore each job seeker’s work skills and interests through personal discussion, checking any previous employment referees or talking frankly to work experience teachers and employers.

For those with limited or no recent work experience it may be beneficial to arrange work experience or voluntary work to assist in determining future job choices.

This process of exploration may also help determine whether a person will be able to work for full wages or need to access the Supported Wage System and be paid productivity based wages though historically only a small percentage of job seekers accessing the Supported Wage System have specific learning disability.

Most job seekers will undoubtedly benefit from personal involvement in preparing suitable resumes and using a range of job search methods. However, some people with specific learning disability may have literacy problems and need assistance to write resumes or job applications, though most should be more than competent enough to contact employers and set up job interviews. A good rule of thumb is to involve a person to the maximum level of their abilities in the whole job search experience.

Job interviews—support and interview tips

When it comes to actual job interviews or face to face meetings with employers some people with specific learning disability may benefit from advocacy support at any interviews or meetings to fully understand the job requirements and sell themselves to a prospective employer. This may include help with explaining their training and support needs, and what employer incentives, including wage subsidies and supported wages, may be available.

As an interview support you can advise an employer on a job seeker's particular learning difficulties and how the job selection process may need to be adapted. For example, someone may need assistance to read and fill in any application paperwork or may need more time to comprehend and respond to interview questions. Make sure you have discussed with the job seeker what you will tell the employer and that you have completed appropriate paperwork permitting disclosure of information to the employer.

Support for interviews should be worked out on an individual basis though all job candidates, whatever their interview skills, should be given some interview practice and can only benefit from understanding what job interviews are all about and learning how to describe their particular learning difficulties.

Disclosure issues

As specific learning disabilities are often hidden, the question of disability disclosure must be discussed with your job seekers.

For some this may not be a critical issue as they have accepted their disability and the fact that they need some additional assistance to find and maintain employment. In this case it will be a matter of working out a way of discussing their disability with prospective employers in a manner with which they are comfortable, for example, by focusing on the assistance they may require. This may require adapting your language as most people with specific learning disability do not use those terms to describe themselves.

For others, who may be denying or still coming to terms with their specific learning disability, disclosure is a real issue that needs discussion. Perhaps it is the language of disability they do not like in which case it may be preferable to talk about 'specific learning difficulties' and clarify the types of workplace adjustments that will assist the person cope with the job recruitment process and employment itself. Alternatively the person may need counselling to assist them to adjust to their disability.

Post-placement strategies

Job commencement—on site training techniques and tips

Starting a job can be a testing time for any new employee but for many with specific learning disability, given difficulties with learning, there may be the need from day one for additional training assistance and support in addition to any employer incentives you may arrange. This will vary depending on the employee, the severity of the disability, the complexity of the job and the nature of the workplace. Such training could include:

job analysis and systematic practical 'show and tell' instruction by an external or internal job coach with a view to task competence
performance monitoring and the introduction of aids to foster independence and productivity such as:

self monitoring production charts
visual or written checklists and schedules
models or work samples
memory prompts

exploration of work culture with a view to social competence and inclusion such as:

customs concerning breaks, celebrations and pace of work
acceptable dress and grooming
power relationships
cliques and sub-groups
humour and horseplay

a train the trainer approach involving:

a more formal process of instructing a designated co-worker or supervisor in more appropriate specialist training and performance monitoring techniques
the development of an informal buddy system where a co-worker is willing to keep an eye on the employee’s progress and assist with learning new tasks and dealing with work related problems as required

proactive education of the employer and/or co-workers on the impact of specific learning disabilities, with the aim of avoiding misunderstandings on the job—this may involve full or partial disclosure.

The ideal situation is when the employer takes ownership of employee induction and training, but for new employees with specific learning disability they may need your advice and assistance to get it right.

The following is a series of tips on effective training for such employees, though keep in mind that every individual is unique with their own capabilities, limitations and learning styles:

teach new tasks by practical demonstration (the show and tell method):

demonstrate or model the task yourself, and then get the person to do it, explaining and correcting any mistakes as you go along

break down more complex tasks into steps, and show the person step by step, especially for tasks with which a person is having trouble mastering
people with specific learning disability may not learn in a seemingly logical forward sequence, they may learn more easily in backward chunking of steps, for example, learning the final step first
fade support as the person becomes more independent at each task
be open to different ways of completing tasks as long as the end result is the same
concentrate first on quality rather than quantity, ensuring a person is undertaking the task correctly before focusing on speed or productivity (remember productivity can take time to build, but if full productivity is unrealistic to achieve consider the supported wages system)
give lots of positive feedback though never neglect to correct mistakes, unacceptable behaviours or unsafe working methods, and stress why this is important
avoid immediate job rotation or introducing too much variety from day one, though remember that many people with specific learning disabilities will be able to multi-skill:

it often helps the learning process (repetition being the key) if they can master one, two or a few tasks before moving on to learn new duties

be clear in your instructions and don’t flood the person with masses of new information at once:

avoid difficult language or complex directions
give one instruction at a time
make up a list of jobs for the day if memory is an issue

make it clear that it is OK to ask questions if they are unsure about a task or what to do next, though also encourage and praise initiative.

Ongoing support

Once an employee with specific learning disability has commenced work and been given all the necessary initial training you can increase their chances of maintaining this employment by providing ongoing support as required.

Ongoing support requirements and the way this support is delivered should be discussed with the employer and the worker. Ongoing support may include:

visits or phone calls to monitor performance
assistance with resolution of work related problems
ongoing coaching of employers and co-workers on relevant disability issues, training techniques or behavioural intervention strategies
advice on job redesign (tasks, processes, hours) or workplace adjustments (structural modifications, special aids/equipment, communication strategies)
provision or arrangement of ergonomic or workplace assessments
off site or on site counselling or performance feedback
referral to community services or linkage into work related support mechanisms
regular review of the person’s employment plan outlining further employment goals and strategies to achieve them
assistance with training and expansion of duties, including regular performance reviews or appraisals.

More information

For information and step by step instructions on the financial help available to employers of people with disability, including the application process, visit:

The following fact sheets, developed for service providers, are also a useful resource:

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