Partner With Dyslexia in Defence

Why This Matters

Each year, approximately 15,000–20,000 personnel leave the UK Armed Forces and transition into civilian roles. For organisations operating in defence and beyond, this represents a significant and recurring talent pipeline.

These individuals bring capabilities shaped by demanding operational environments — strengths that are directly transferable to complex organisational settings:

• Problem solving in high-stakes environments
• Big picture thinking and strategic awareness
• Leadership across diverse and dynamic teams
• Adaptability under sustained pressure

Of those transitioning each year, an estimated 1,500–2,000 may be dyslexic. Many will have developed these capabilities precisely because of how they think — yet without appropriate recognition or support, their potential often remains underutilised.

For organisations, this presents an opportunity to access high-calibre talent by ensuring recruitment, onboarding, and workplace practices are designed to recognise neurodiverse strengths — not inadvertently screen them out.

The cost of inaction is measurable:

• Untapped human capability
• Lost innovation potential
• Missed economic value