Supporting Employees with Learning Disabilities: A Practical Guide

Last week marked Learning Disability Week — and this year’s theme, “Do you see me?”, couldn’t be more relevant for inclusive workplaces.

At Atkinson HR, we believe that when people feel seen, heard, and valued for who they truly are, they’re more likely to thrive.

That means building workplaces where everyone can feel respected, supported, and empowered to succeed.

Yet, the reality is stark. In the UK, only 5.1% of adults with learning disabilities known to local authorities are in paid employment, according to Mencap. That figure shows just how far we still have to go to create truly inclusive and accessible working environments.

Even when intentions are good, many organisations still struggle to support colleagues with learning disabilities in meaningful ways. Often, it’s a lack of understanding that gets in the way — uncertainty about language, fear of saying the wrong thing, or hesitation around how to start the conversation.

The good news? You don’t need to be an expert to make a difference. Here are some practical ways to build a more inclusive and supportive workplace — not just during Learning Disability Week, but every day.

🗣️ Make communication clear and consistent

Many people with learning disabilities benefit from communication that is clear, direct, and easy to follow. This doesn’t mean simplifying everything - it means being mindful:

• Avoid jargon or overly technical language

• Be specific about expectations and next steps

• Follow up verbal instructions with written summaries

• Share key information in advance and in multiple formats

Not only do these practices support inclusion, they improve communication for everyone.

🤝 Don’t make assumptions about disability

Learning disabilities affect people in very different ways — and every individual is unique. If someone shares their diagnosis or talks about what they find challenging, they are placing trust in you.

The most respectful response is to listen, ask open questions, and be led by the individual’s preferences.

Even people with the same diagnosis may experience completely different challenges and bring different strengths. A simple question like “What helps you be at your best?” can open up an honest, empowering conversation.

You don’t need to have all the answers — just a willingness to listen and learn.

✅ Break down tasks and check in regularly

Big or complex projects can feel overwhelming if they’re not clearly structured. One helpful strategy is to break tasks down into smaller, more manageable steps, with clear outcomes and timelines.

Regular check-ins can also make a big difference. Not to monitor performance — but to create space to talk about what’s working, what’s not, and what support might help. Framing these check-ins as conversations about wellbeing and success, rather than scrutiny, helps build trust and confidence.

🔄 Be flexible

Reasonable adjustments are often much simpler than we imagine. Sometimes, small tweaks can have a big impact:

• Could someone present ideas verbally rather than in writing?

• Would a visual task list be more helpful than a detailed email?

• Might materials sent ahead of meetings reduce stress or confusion?

These kinds of adjustments don’t lower expectations — they help people meet them in a way that works for them.

🌟 Recognise strengths

It’s easy to focus on what someone might find challenging — but just as important is recognising what they bring to the team. Many people with learning disabilities offer huge strengths in creativity, lateral thinking, emotional intelligence, and resilience.

Make space to understand what energises each individual, what they enjoy, and how they want to contribute. When people feel seen for their strengths, their confidence grows — and so does their impact.

📚 Commit to continuous learning

Building an inclusive culture isn’t a tick-box exercise — it’s an ongoing process of learning, listening, and reflection.

That means:

• Creating space for conversations about inclusion

• Investing in training and development for managers

• Being honest about what you don’t know — and curious about how to do better

Final thoughts

The message of Learning Disability Week is simple but powerful: “Do you see me?”

Creating inclusive workplaces starts with recognising the humanity, potential, and individuality of every team member. It means listening first, asking thoughtful questions, and showing up with empathy.

The uniqueness of your people is one of your organisation’s greatest strengths — but only if you build an environment where everyone can truly thrive.

Start by being open, staying curious, and making inclusion part of everyday practice.

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