Understanding Dysgraphia: Supporting Neurodiverse Staff in Local Government

Dysgraphia is a specific learning difference that affects an individual’s ability to write coherently and legibly. It can manifest in difficulties with handwriting, spelling, grammar, and the organisation of thoughts on paper. While it is often identified during childhood, many adults continue to experience its effects sometimes without a formal diagnosis well into their professional lives. In the context of local government, where written communication is often central to policy development, service delivery, and stakeholder engagement, dysgraphia can present unique challenges. Staff may struggle with producing written reports, completing forms, or drafting emails, which can affect confidence, productivity, and career progression if not properly supported.

What Is Dysgraphia?

Dysgraphia is a neurological condition that affects fine motor coordination and written expression. It is not a reflection of intelligence, motivation, or capability. In fact, many individuals with dysgraphia are highly articulate, creative, and strategic thinkers. The condition is often misunderstood or conflated with dyslexia, though the two are distinct dysgraphia primarily affects writing, while dyslexia affects reading and language processing. Common characteristics of dysgraphia include:

• Illegible handwriting: Letters may be poorly formed, inconsistent in size, or spaced irregularly.

• Difficulty spelling, even with familiar or frequently used words.

• Trouble structuring written work clearly, leading to disorganised or fragmented writing.

• Fatigue or frustration when writing by hand, especially during extended tasks.

• Mixing upper and lower case letters randomly, or inconsistent use of punctuation.

• Leaving out words or letters when writing quickly, which can affect clarity and coherence.

These symptoms can vary in severity and may fluctuate depending on stress levels, task complexity, or environmental factors.

Why It Matters in the Workplace

In local authority settings, written communication is often seen as a core competency. Staff are expected to produce clear documentation, contribute to policy papers, and communicate effectively with residents and partners. For someone with dysgraphia, these expectations can be daunting. Without appropriate support, they may feel marginalised or judged unfairly based on their written output rather than their ideas or contributions.

Moreover, dysgraphia is frequently under-recognised in adults. Many individuals have developed coping strategies over time such as relying heavily on verbal communication or avoiding written tasks altogether but these adaptations may not be sustainable in high-pressure or formal environments.

Recognising dysgraphia as part of the broader neurodiversity spectrum is essential. Neurodiversity acknowledges that cognitive differences such as dysgraphia, dyslexia, ADHD, autism, and dyspraxia are natural variations of the human brain. Embracing this perspective allows local authorities to create more inclusive workplaces that value diverse thinking and support all employees to thrive.

Prevalence and Co-occurrence

Dysgraphia is often underdiagnosed, particularly in adults, which makes it difficult to determine exact prevalence. However, estimates suggest that between 5% and 20% of the population may experience some form of dysgraphia . The wide range reflects the variability in how dysgraphia presents and the lack of consistent diagnostic pathways, especially for adults.

Dysgraphia rarely exists in isolation. It frequently co-occurs with other neurodivergent conditions, including:

• Dyslexia: which affects reading and spelling

• ADHD: which impacts attention, memory, and executive functioning

• Autism Spectrum Disorder (ASD): which may influence communication and sensory processing

• Dyspraxia (Developmental Coordination Disorder): which affects motor coordination and planning

According to the British Dyslexia Association, co-occurrence is the norm rather than the exception. For example, up to 50% of individuals with dyspraxia also have ADHD, and many people with dyslexia experience overlapping traits with dysgraphia .

In the workplace, this means that staff may be navigating multiple, intersecting challenges making it even more important for local authorities to adopt inclusive, flexible approaches to support. A 2024 UK study found that 70% of all neurodevelopmental diagnoses fall into three categories: dyslexia, autism, and ADHD . Many individuals report more than one diagnosis, with over 40% of neurodivergent employees in one survey disclosing two or more co-occurring conditions.

Strengths of People with Dysgraphia

Despite the challenges associated with written expression, individuals with dysgraphia often possess a range of cognitive and creative strengths that can be powerful assets in local government roles:

• Verbal Communication

People with dysgraphia often excel in spoken communication. They may be persuasive speakers, empathetic listeners, and effective collaborators skills that are vital in stakeholder engagement, community consultation, and leadership.

• Visual Arts and Design

Many individuals with dysgraphia have strong visual-spatial reasoning. This can translate into strengths in areas such as graphic design, mapping, architecture, and visual storytelling valuable in planning, communications, and regeneration teams.

• Conceptual and Strategic Thinking

Dysgraphia is often linked with strong abstract reasoning. Individuals may be adept at seeing the bigger picture, identifying patterns, and generating innovative solutions particularly when ideas are shared verbally or visually.

“Dyslexia isn’t a barrier; it’s a unique way of thinking and problem-solving.” – Ava Thompson “Living with dyslexia has opened doors for creativity and innovation in my life.” – Olivia Greene “Dyslexia is not a limit; it’s an opportunity for brilliance in unexpected ways.” – Jacob Lewis “Instead of fighting dyslexia, I choose to embrace the unique talents it creates.” – Benjamin King

These quotes, while focused on dyslexia, reflect a broader truth about neurodivergence: different doesn’t mean deficient. In fact, neurodivergent thinking often fuels creativity, innovation, and resilience qualities that local government needs now more than ever.

Challenges in the Workplace

Even in digital-first environments, dysgraphia can present significant barriers to productivity, communication, and wellbeing. While many local authority roles have moved away from handwritten documentation, writing remains a core function whether it’s drafting reports, responding to emails, or contributing to policy papers.

Common Workplace Challenges Include:

• Trouble completing handwritten forms or notes

  Despite the rise of digital systems, handwritten tasks still exist especially in meetings, inspections, or fieldwork. For someone with dysgraphia, these tasks can be slow, painful, and mentally exhausting.

  
  

• Difficulty writing reports or emails under time pressure

  Dysgraphia can make it hard to structure thoughts clearly and quickly. This can lead to delays, anxiety, and avoidance of written tasks, even when the individual has valuable insights to share.

  
  

• Challenges with spelling, grammar, and sentence structure

  Written communication may contain frequent errors, which can be misinterpreted as carelessness or lack of attention to detail. This can affect performance reviews, peer perceptions, and self-esteem.

  

• Hand cramps or pain during writing

  Physical discomfort is common, especially during prolonged writing tasks. This can lead to fatigue and reduced engagement in meetings or workshops that require note-taking.

  
  

• Reduced confidence due to written errors or misunderstandings

  Many individuals with dysgraphia report feeling embarrassed or judged based on their writing. This can lead to withdrawal from collaborative tasks, reluctance to apply for promotions, or fear of being perceived as less competent.

  
  

• Over-reliance on verbal communication

  While verbal strengths are a key asset, some roles require written documentation. Staff may feel they are constantly compensating or masking their difficulties, which can be mentally draining.

  
  

• Barriers to career progression

  In environments where written communication is heavily weighted in performance assessments or recruitment processes, dysgraphia can become a hidden barrier to advancement especially if adjustments are not offered.

“I’ve always been told I’m articulate and creative, but my written work doesn’t reflect that. It’s frustrating to feel like my ideas get lost in translation.” – Anonymous local government officer

“I avoid applying for roles that require written tests or reports. I know I could do the job, but the process doesn’t work for me.” – Civil Service Dyslexia and Dyspraxia Network member

These challenges highlight the importance of reasonable adjustments, inclusive recruitment practices, and managerial awareness. Dysgraphia is not a lack of ability it’s a different way of processing and expressing information. With the right support, individuals can thrive and contribute meaningfully to local government goals.

Self-Help Strategies for Individuals with Dysgraphia

If you’re a local government employee with dysgraphia, there are practical ways to support your productivity, confidence, and wellbeing at work:

1. Use Technology to Your Advantage

Leverage digital tools that reduce reliance on handwriting and improve written communication:

• Speech-to-text software (e.g., Dragon NaturallySpeaking, Microsoft Dictate) can help you articulate ideas without typing.

• Note-taking apps like OneNote or Evernote allow you to organise thoughts visually and verbally.

• Grammar and spelling tools (e.g., Grammarly, Microsoft Editor) can support clarity and reduce anxiety around written tasks.

2. Speak Up About Your Needs

If you feel comfortable, talk to your manager or HR team about your challenges. Reasonable adjustments might include:

• Extra time for written tasks

• Access to assistive technology

• Alternative formats for reports or documentation

• Flexibility in how you present ideas (e.g., verbally or visually)

Creating a dialogue can foster understanding and lead to a more inclusive working environment.

3. Play to Your Strengths

Dysgraphia doesn’t define your capabilities it simply means your strengths lie elsewhere. Focus on tasks that highlight:

• Verbal communication: presentations, meetings, stakeholder engagement

• Visual thinking: data visualisation, mapping, design

• Conceptual problem-solving: strategy, planning, innovation

Roles that value creativity, systems thinking, and collaboration can be especially rewarding.

4. Practice Mind Mapping

Before writing, use mind maps to structure your thoughts. This technique:

• Helps break down complex ideas

• Reduces cognitive load

• Makes writing more manageable and less overwhelming

Tools like MindMeister or simple pen-and-paper diagrams can be effective.

5. Record Ideas Verbally

Capture your thoughts using voice memos or dictation apps. This can:

• Preserve ideas quickly before they fade

• Help you reflect and refine your thinking

• Serve as a draft for written communication

Many smartphones and laptops have built-in voice recording features that are easy to use.

6. Join Neurodiversity Networks

Connecting with others who share similar experiences can be empowering. These networks offer:

• Peer support and shared coping strategies

• A platform for advocacy and awareness

• Opportunities to influence inclusive policy and practice

Ask your HR team if your council has a neurodiversity network or consider starting one.

“Be kind to yourself. You are not less capable just differently capable.” Institution of Engineering and Technology 

Conclusion

Dysgraphia is often misunderstood, but with the right support, individuals can thrive in local government roles. By recognising strengths, making reasonable adjustments, and fostering inclusive cultures, councils can unlock the full potential of neurodiverse staff creating workplaces that value difference and empower everyone to contribute meaningfully.