Issues we are currently focusing on:

1. Misuse of AI for Diagnosis:

   AI technology is being utilized by non-medical professionals to diagnose, expose, or discriminate against individuals with dyslexia, dysgraphia, dyspraxia, dyscalculia and/or learning disabilities. This discrimination manifests in several forms, including:

1.1 Typing Analysis:

   Current AI technologies can analyze typed messages for indications that the writer has learning disabilities, such as dyslexia, dyscalculia, and dysgraphia, among others. This analysis can occur even if spelling errors have been corrected previously in word-processing software, as hints of some types of disability can be expressed simply in the way the text and the ideas are presented. Such technology leaves individuals vulnerable to discrimination in numerous forms of communication, including job applications, health insurance applications, work email correspondences, text messaging and social media posts.

1.2 Handwriting Analysis:

   AI, such as Multi-Modal Large Language (LLMs), can analyze handwritten documents to assess the likelihood of the writer having learning disabilities. This exposes individuals to discrimination when submitting written forms for job applications, insurance applications, and other official written submissions. Even the way an address is written on a envelope could potentially reveal a learning disability.

1.3 Video Analysis:

   AI technology can be used to analyze videos for micro-expressions and visual cues that may indicate learning disabilities. This situation has the potential to foster discriminatory practices against individuals in a range of settings, encompassing employment selection processes, public speaking engagements, virtual conferencing platforms such as Zoom, interview sessions, and political campaigning activities. Also, this can be combined with other forms of analyses such as typing analyses to build a multi-model profile of an individual which can be used for discriminatory practises. 

1.4 Audio Analysis:

   Speech pattern analysis via AI can reveal indicators of dyslexia or other learning disabilities, posing a risk of discrimination during recorded interviews, radio interviews or public speeches, and political campaigning.

1.5 Discrimination for Using AI Tools:

   Individuals with learning disabilities are often encouraged to use technology to support their needs. However, using AI for assistance, such as Large Language Models for a writing aid, can lead to discrimination. Emails and social media messages may be flagged for AI use, and job applications might be screened out for suspected AI assistance.

2 Currently Proposed Solutions:

As of February 5th, 2024, a number of initiatives have been launched to mitigate these issues. Notably, progress has been achieved by implementing a set of ethical guidelines for Large Language Models (LLMs), which prohibit the analysis of texts for indicators of dyslexia or making diagnoses based on writing styles. This development underscores the feasibility of instituting safeguards around such technologies, thereby preserving their supportive functions without compromising ethical standards.

Issues We Are Always Facing:

3. Discrimination Against Learning Disabled People During the Hiring Process:

There are many ways in which discrimination against learning-disabled people can happen in the hiring process. Clues like difficulty filling out forms, to spelling mistakes on applications can be a disability indicator, which can lead to discrimination .

3.1 Discrimination Against Dyslexics in the Hiring Process:

Individuals with dyslexia may face unfair treatment due to AI technologies used in resume screening or assessment tests that do not account for their unique challenges. 

Side note: For information on supporting dyslexic individuals in the workplace, visit the British Dyslexia Association website:

https://www.bdadyslexia.org.uk/advice/adults/in-the-workplace/justice

3.1.1 unique challenges and opportunities faced by individuals with dyslexia:

Research and discussions within the dyslexia community highlight the unique challenges and opportunities faced by individuals with dyslexia in the employment sector. Dyslexic strengths like big-picture thinking, problem-solving, creativity, and critical thinking are increasingly recognized as valuable assets. This recognition aligns with a changing employment landscape, and some organizations actually values neuro-diversity and the unique contributions of individuals with dyslexia. However, achieving this potential often requires workplaces to adapt their recruitment processes and support systems to be more inclusive and accommodating​​.

A day in the life of an employee with dyslexia illustrates the everyday challenges they might face, including difficulties with reading, spelling, and managing stress, as well as the fear of stigmatization. Employers can play a significant role in mitigating these challenges by providing appropriate accommodations, such as audio versions of written materials, noise-canceling headphones, or more personalized support like allowing extra time for tasks and creating a supportive work environment that encourages disclosure and provides necessary accommodations without discrimination​​.

Side note: Find out more: https://www.bdadyslexia.org.uk/news/the-future-of-employment-and-dyslexia

Moreover, Australian research indicates that adults with dyslexia experience an unemployment rate slightly above the national average, as well as significant economic barriers, suggesting a need for greater support and understanding from employers. This includes creating work environments that leverage the strengths of dyslexic employees, offering autonomy in work adaptations, increasing self-awareness of one's strengths and difficulties, and fostering supportive relationships with employers and colleagues​​.

Side note: Find out more: https://www.understood.org/en/articles/a-day-in-the-life-of-an-employee-with-dyslexia

These findings underscore the importance of informed, dyslexia-friendly workplace practices that not only accommodate the challenges associated with dyslexia but also capitalize on the unique skills and perspectives that individuals with dyslexia bring to the table. By doing so, workplaces can become more inclusive, productive, and prepared for the future.

3.2 Discrimination Against Dysgraphics in the Hiring Process:

People with dysgraphia may encounter difficulties with tasks requiring written communication, potentially leading to unfair evaluation during the hiring selection process. 

Tools and resources for understanding and supporting dysgraphia can be found here: https://www.understood.org/en/articles/understanding-dysgraphia

3.2.1 Dysgraphia strategies for professional environments:

Adults with dysgraphia looking for strategies and tools to manage their condition in professional and personal environments, here are key approaches:

3.2.1.1 Use Assistive Technology: Speech-to-text software and word processors with spell check can significantly ease writing tasks. Consider tools like Dragon NaturallySpeaking for speech-to-text and LLM's powerd word possessors such as Grammarly for grammar assistance.

3.2.1.2 Seek Workplace Accommodations: Request accommodations such as note-taking assistance or permission to record meetings for transcription. 

Side note: In the USA this is covered under disability laws like the Americans with Disabilities Act (ADA): https://www.ada.gov/

In countries like Canada, the UK, and Australia, there are equivalents to the Americans with Disabilities Act (ADA) that aim to protect the rights of individuals with disabilities, including ensuring accessibility in various sectors.

In Canada, the Accessible Canada Act (ACA), also known as Bill C-81, was passed in 2019 to ensure a barrier-free Canada.

Side note: A guide to the ACA can be found hear:

https://adatile.com/a-guide-to-ada-compliance-in-canada/

The ACA requires businesses to create accessibility plans and regularly publish progress reports. The ACA, alongside provincial laws like the Accessibility for Ontarians with Disabilities Act (AODA), addresses accessibility in areas such as procurement, service delivery, transportation, and the built environment. For more detailed information, you can visit ADA Solutions and Accessibility.com which provide comprehensive guides to ADA compliance in Canada and the implications of the Accessible Canada Act respectively​​​​.

3.2.1.3 Australia Disability Law

Australia's primary disability rights law, the Disability Discrimination Act of 1992, prohibits discrimination on the basis of disability and requires organizations to make reasonable accommodations. It applies to web content as well, with the Australian Human Rights Commission recommending conformance with Level AA of the Web Content Accessibility Guidelines (WCAG). This act covers both public and private sectors and emphasizes the importance of digital accessibility​​.

Info on it can be found hear:

https://www.accessibility.com/blog/what-does-the-accessible-canada-act-mean-for-canadians

While specific legislation equivalent to the ADA in the UK was not detailed in the sources reviewed, the UK enforces the Equality Act 2010, which requires that services be accessible to people with disabilities, including digital services. This act covers employment, education, access to goods and services, and more.

Find out about it hear: https://www.gov.uk/guidance/equality-act-2010-guidance

Each of these countries has its approach to ensuring accessibility and protecting the rights of individuals with disabilities, highlighting the global recognition of the importance of inclusive-ity and accessibility for all.

3.2.2 Engage in Occupational Therapy to Treat Dysgraphia: 

An occupational therapist can offer exercises and ergonomic tools to improve fine motor skills, making writing tasks easier. Occupational therapy for dysgraphia also includes improving a child's fine motor skills and motor planning to make writing easier. These may include wrist and hand muscle exercises or learning to hold a pencil in ways that make writing less strenuous.

3.2.3 Practice Self-Advocacy: 

Communicate your needs and the accommodations that help an individual with Dysgraphia perform your best to your employer and colleagues.

3.2.4 Leverage Time Management Tools: 

Digital calendars and reminder apps can help organize tasks and manage time effectively without relying on manual note-taking.

3.2.5 Stay Informed: 

Keep up with new technologies and strategies that can assist with dysgraphia management.

3.2.6 Resources:

For more detailed information on managing dysgraphia, including professional insights and technological solutions, the following resources may be helpful:

3.2.6.1 Learning Disabilities Association of America: 

Provides comprehensive information on dysgraphia and related conditions. Visit LDA America: https://ldaamerica.org/disabilities/dysgraphia/

3.2.6.2 The Understood website: 

Offers resources and support for adults with learning and attention issues. Explore Understood: https://www.understood.org/

3.2.6.3 Cleveland Clinic: 

Offers medical insights into dysgraphia, including symptoms and treatment options. Read more at Cleveland Clinic.

https://my.clevelandclinic.org/health/diseases/23294-dysgraphia

3.2.6.4 Psychology Today: 

Provides an overview of dysgraphia, its impact on adults, and potential treatment options. Learn more on Psychology Today

These resources can guide you in finding effective strategies and support for living with dysgraphia.

https://www.psychologytoday.com/ca/conditions/dysgraphia#:~:text=Dysgraphia%20is%20a%20learning%20disability,normal%20or%20above%2Daverage%20intelligence.

3.3 Discrimination Against Dyscalculics in the Hiring Process:

Dyscalculia can impact an individual's ability to perform tasks involving numbers potentially leading to unfair evaluation during the hiring selection process. For guidance on accommodating employees with dyscalculia, refer to this resource, Understood - Understanding Dyscalculia:  https://www.understood.org/en/articles/what-is-dyscalculia

3.4 Discrimination Against Individuals with Dyspraxia in the Hiring Process:

Dyspraxia can affect physical coordination and may influence an individual's performance in certain roles and due to a lack of understanding by employers, to unfair evaluation during the hiring selection process. Information on dyspraxia and workplace adjustments is available here: Dyspraxia Foundation - Adults with Dyspraxia

https://dyspraxiafoundation.org.uk/advice/employment/

3.4.1 People with Dyspraxia face significant Challenges in the Workplace:

People with Dyspraxia face significant challenges in the workplace that can lead to economic issues, including higher rates of unemployment. A study by the University of Wales and University of London found that unemployed adults with dyspraxia were five times more likely to report extreme dissatisfaction with their lives compared to their employed peers. This group also displayed higher rates of anxiety and depression than the general UK population, regardless of their employment status. The difficulties faced in childhood, such as issues with motor coordination, often persist into adulthood, affecting mental health, well-being, and potentially, employment success​​.

The Dyspraxia Foundation highlights that while many adults with dyspraxia develop their own strategies for working effectively and are often highly motivated, creative, and original thinkers, some find it hard to achieve their true potential without additional support. Challenges in the workplace can include difficulties with organization, communication, operating computers, and managing workload. The Foundation's survey revealed that 64% of adults with dyspraxia voluntarily disclosed their diagnosis to employers, but only 33% received specific advice or support, leading to risks of under-performance or job loss. Importantly, the lack of awareness and understanding of dyspraxia by employers is a significant barrier, resulting in discrimination or difficulties for many affected individuals.

3.4.2 Check out this web site for more on:

https://www.neurodiversitymedia.com/resource-library/unemployment-poses-mental-health-risk-to-dyspraxic-adults

3.4.3 Employment Strategies for Dyspraxia 

Employment support strategies for individuals with dyspraxia include seeking help from Special Needs Careers Advisors, Disability Employment Advisors, and considering roles that align with their strengths. Adjustments in the workplace, such as dyspraxia awareness training for managers and colleagues, and job role adjustments to utilize employees' strengths, can be highly effective. Furthermore, disclosing dyspraxia to potential employers is a personal decision; if chosen, it should be done positively, highlighting individual strengths​​.

These findings underscore the importance of raising awareness about dyspraxia in the workplace and the need for targeted support and accommodations to help individuals with dyspraxia secure and maintain employment, thereby mitigating the economic challenges they face.

Check out this web sight for some strategies: https://dyspraxiafoundation.org.uk/news-archive/dyspraxia-workplace-hidden-challenges-hidden-assets/

4. Discrimination Against Individuals with Learning Disabilities in the Workplace:

Using AI for assistance, such as language models for writing aid, can inadvertently lead to discrimination. Job applications might be screened out for suspected AI assistance, and written communications may be unfairly flagged. The Equality Act 2010 and the Americans with Disabilities Act (ADA) provide legal protections against such discrimination.

4.1 Discrimination Against the Learning Disabled in Politics:

There's a need for awareness and inclusion of individuals with learning disabilities in political spaces to ensure equal representation and participation. 

Some research indicates that the views of staff supporting individuals with learning disabilities, for example for a political campaign, significantly influence these individuals' political participation. Staff attitudes towards the mental capacity of people with learning disabilities they support impact the likelihood of these individuals participating in politics or registering and voting​​. For more detailed insights, you can explore the findings further through the provided link to the academic study: https://www.ldonline.org/ld-topics/about-ld/politics-learning-disabilities

Resources for political participation of disabled individuals can be found through advocacy organizations such as the National Centre for Learning Disabilities: NCLD - Advocacy: https://www.ncld.org/

4.2 Discrimination Against the Learning Disabled in the Military:

The military's strict physical and cognitive requirements often discriminate against many individuals with learning disabilities, raising questions about ethics and the need for accommodation. Information on policies regarding service eligibility can typically be found on official military or government websites, or through advocacy groups focusing on disability rights in the military. 

For some country's, joining the military with a learning disability is not an automatic disqualification. The possibility of enlisting depends on the specific requirements of the military branch you are interested in and the nature of the learning disability. Each branch has its own set of requirements, and some learning disabilities, especially those that significantly impact cognitive function or the ability to perform specific tasks, may disqualify an individual. However, it's crucial to be transparent about any learning disabilities during the enlistment process, as withholding this information, has the possibility of leading to serious consequences. 

Accommodations may be available, but they depend on the individual's specific needs and the military job's requirements. It's also possible that medication for a learning disability could be allowed, depending on the medication and the military branch. For certain roles within the military, there might be more suitability for individuals with learning disabilities, varying based on the specific needs of the individual​​. However, just because a task is more "suitable" dose not necessarily mean safer, and safer is an important consideration in the military.

Not much is known about this but it is believed that some militaries may provide accommodations, such as extended testing time, specialized training, or additional support resources for individuals with learning disabilities. 

It's important for individuals with learning disabilities to undergo any additional testing or evaluations required to assess their abilities and determine their eligibility for military service. In each country around the world, the different branches of the military have standards and regulations regarding the acceptance of individuals with learning disabilities. The impact of a learning disability on an individual's chances of being assigned to certain military roles or positions will depend on the nature and severity of the learning disability and this is often considered a point of egregious discriminate . In some cases, waivers may be available for individuals with learning disabilities who wish to join the military, depending on their specific circumstances​​.

For detailed information on policies and accommodations for individuals with learning disabilities in the military, it is advisable to directly consult military recruiters or disability support organizations specializing in military law and veterans' rights. Additionally, creating a clear plan detailing potential discrimination pinch points faced by the individual joining is crucial. Consultation should extend beyond the recruiter's office to include external support, such as veterans' rights associations, which can provide insights into the real lived experiences of individuals with learning disabilities in the military.

For some information about that specific to the USA: https://thegunzone.com/can-you-go-into-the-military-with-a-disability/

A key example in history related to this topic, could be Project 100'000, which was carried out by the US military during the Vietnam war.  To see more on this, check out the blog post: https://www.dyslexics.help/for-dyslexics-by-dyslexics/blog#h.fepg21rdis6v

4.2.1 According to ChatGPT 3.5's opinion on the matter:

"Dyslexic service members, in most modern militaries in the world, may encounter barriers to reaching the highest ranks in the military, such as becoming a General or holding other high-ranking officer positions, due to various factors:

4.2.1.1 Perception of Competence: 

Dyslexia can sometimes be misunderstood as a sign of incompetence, especially in environments where written communication and comprehension skills are highly valued. This perception may lead to dyslexic service members being overlooked for promotion to higher ranks, as decision-makers may harbour biases against individuals with dyslexia, assuming they lack the necessary capabilities for leadership roles.

4.2.1.2 Traditional Evaluation Criteria: 

Promotion to high-ranking officer positions often relies heavily on standardized tests, written assessments, and evaluations of written communication skills. Dyslexic individuals may struggle with these traditional evaluation methods, even if they excel in other areas crucial for leadership, such as strategic thinking, decision-making, and interpersonal skills. As a result, they may be unfairly passed over for promotion compared to their non-dyslexic peers.

4.2.1.3 Limited Support and Accommodations: 

Despite efforts to provide accommodations for dyslexic service members, such as extra time for tests or alternative methods of communication, the support provided may not always be sufficient or effectively implemented. Without adequate support and accommodations, dyslexic individuals may face significant challenges in competing for high-ranking officer positions, further limiting their advancement opportunities.

4.2.1.4 Organizational Culture: 

Military organizations often have a hierarchical and regimented culture that values conformity and adherence to traditional norms. Dyslexic service members may struggle to fit into this culture or may face discrimination from peers and superiors who hold negative stereotypes about dyslexia. This hostile environment can create additional barriers to career advancement, making it more difficult for dyslexic individuals to rise to the highest ranks in the military.

Overall, dyslexic service members may face systemic barriers and discrimination that hinder their ability to attain high-ranking officer positions in the military, despite possessing the skills, qualifications, and leadership potential necessary for success in these roles. Efforts to promote diversity, equity, and inclusion within any military must include addressing these barriers and providing support and opportunities for all service members, regardless of their neurodiversity."