What is dyspraxia and why is it so often overlooked?

06/10/25 – Blog, Mental Health, Occupational Health, Wellbeing

Dyspraxia Awareness Week: 6–12 October

Dyspraxia affects up to 10% of the UK population, yet it remains less widely recognised than many other forms of neurodiversity.

In our latest blog, our Disability and Neurodiversity Specialist shines a light on what dyspraxia is, the unique challenges and strengths associated with it, and the practical steps workplaces can take to better support employees who live with the condition.

This blog is written by Medigold Health’s Lead Disability Training and Consultancy Specialist, Kath Wood.

Dyspraxia, also known as Developmental Coordination Disorder (DCD), affects motor coordination. It is thought to be caused by a disruption in the way messages from the brain are transmitted to the body, which can affect a person’s ability to perform movements in a smooth, coordinated way. One person I know described their dyspraxia as:

“The messages from my brain to my body take the scenic route.”

The prevalence of dyspraxia is thought to be between 3% and 10% of the UK population. The variance could be due to the difficulty people may have getting a diagnosis. In general, people are less aware of dyspraxia than they are of autism or dyslexia, so initial signs may be missed, leading to fewer opportunities for a referral to be made. Sometimes people may only be referred for a dyspraxia assessment after going through the diagnostic process for other conditions, such as dyslexia, ADHD or autism. Once the issues have been identified, visits to medical professionals are often needed to rule out other causes of motor coordination difficulties. There could also be a significant waiting time for an assessment depending on where you live in the country.

Why I call dyspraxia the “long lost cousin”

Over the last eight years of delivering neurodiversity training to businesses, I am seeing an increased awareness of dyspraxia, but it is still much less well known than other conditions such as dyslexia, ADHD and autism – even though statistics suggest that it is more common than both ADHD and autism. This is why I call dyspraxia the long lost cousin – it’s often left out of the “family” conversations.

What challenges can dyspraxia cause?

The problems with motor coordination associated with dyspraxia can cause a number of different issues, including difficulties with:

Fine motor skills, such as grip and dexterity, which may cause difficulties with holding a pen or doing up buttons.
Gross motor skills, which can cause people to walk with an unusual gait or cause people to trip or drop things (it used to be called clumsy child syndrome).
Speech, as it involves coordination of many muscles. It can also be difficult for those with dyspraxia to process information and articulate what they want to say.

People with dyspraxia can also have difficulty with memory, time management and organisation. Alongside these challenges – and maybe because of them – many people experience social and emotional difficulties such as low confidence, doubting their own abilities and worries about social situations.

What strengths are linked to dyspraxia?

There are a number of skills and strengths often associated with dyspraxia and the way dyspraxic people think differently, including:

Creativity, imagination and inventiveness
Original and strategic thinking
Good problem-solving skills
Ability to identify patterns, links and inter-relationships
Strong analytical skills and attention to detail
Methodical approach and thoroughness
Determination, resilience and motivation
Ability to develop their own strategies to overcome difficulties
Empathy and patience with others

Why should every workplace support dyspraxia?

There are three main reasons why workplaces should support dyspraxia:

Prevalence – No business can afford to ignore something that could be impacting up to 10% of their workforce.
Moral and ethical reasons – Supporting those who face workplace challenges is an important part of looking after the health and wellbeing of your workforce.
Business benefits – Enabling those with dyspraxia to showcase their talents improves engagement and productivity. Making adjustments also reduces absence and lowers turnover – all of which improve overall business performance.

How can businesses support employees with dyspraxia?

Raise Awareness

Share personal stories and case studies – real experiences are relatable and impactful.
Distribute information internally to help colleagues understand dyspraxia.
Post externally to show your commitment and encourage more neurodivergent people to apply.

Make recruitment more inclusive

Use clear, simple language in job adverts and descriptions.
Offer alternative application routes (e.g. video, written, or verbal).
Allow extra time for assessments or flexibility around certain tasks.
Ensure interview settings are calm and free from distractions.
Permit candidates to bring notes or CVs into interviews.
Provide additional processing time for answering questions.

Proactively offer workplace assessments and adjustments

Give individuals multiple opportunities to disclose dyspraxia during recruitment and onboarding.
Implement adjustments quickly to remove barriers to success.
Arrange workplace needs assessments if specialist advice is required.

Build understanding through training

Deliver neurodiversity awareness training for all employees.
Provide more in-depth training for managers and HR, equipping them with the knowledge to offer tailored support.

How we can help

Looking to build a more inclusive workplace where everyone can thrive? We’re here to help.

Our expert-led support services are designed to empower your organisation with the tools and knowledge to create a truly inclusive culture. We offer:

Neurodiversity, disability and menopause training and consultancy
A comprehensive neurodiversity toolkit
Advice on workplace adjustments and how to become Disability Confident

If you want to learn more, contact our friendly team today.

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