Young Women in Business Toronto (YWiB) aims to provide our diverse community of young, self-identified women with genuine career advice, encouragement, and examples of local role models. That's why, for the next few months, we’ll be interviewing both career professionals and entrepreneurs our community can be inspired by and learn from.

Shakira Rouse on Learning Disabilities, Stigma, and the Workplace

**Shakira, nice to meet you! Tell us more about yourself and how you came to found Special Compass.**

I had to put the pieces backwards in order to move forward with explaining my story. I was diagnosed with a learning disability (LD) in grade two, but that's all I knew about it. Then when I was in French immersion and had to move into grade 4 English, I remember crying because I didn't understand what my mom was trying to tell me, and mainly why I couldn’t be with my old friends anymore.

Over time I realized I wasn't the best math student and didn’t have great writing skills but I really enjoyed French - it was the only class I felt confident and not intimidated. In high school, I also took Spanish and developed keen interest in languages. I decided to do a Double Major in French and Spanish for my university, and got accepted into the school of my choice. I was always ambitious and worked hard.

First year was okay, I figured my lower marks were just due to it being an adjustment year. However, in second year I found that despite my best efforts, I was still having a lot of challenges and I didn’t know why. Professors were starting to make comments wondering how I was able to articulate myself so well in class yet did so poorly on tests and papers.

By third year, I was going into school early, studying late getting extra help but not seeing any positive results, I was getting C grades, which I know aren’t horrible but were not what I expected to be getting for my amount of effort… and also weren’t the grades I needed for competitive grad schools. I was getting really frustrated and even had a professor question my major which really stung. I thought about quitting several times. I thought maybe I wasn’t cut out for university.

It wasn’t until a friend and I were chatting one day and she mentioned her own LD that I remembered I had been diagnosed with one too. I realized I could get extra help and accommodations on campus, and that there was a whole department for this! I was able to get supports for fourth year and finished my Spanish degree. I went on to do my French degree through Athabasca University and majored in inclusive education as I figured it would make my application for a teaching degree stand out.

I learned so much in this course about inclusive teaching and exceptional needs - inside and outside of the classroom. I realized that like in my own experience, many parents and students are unaware of a lot of information and that is what is impacting their whole education. I wanted to make sure no other student had a similar experience to mind. People shouldn't settle or be deterred from higher education because they have a LD and/or exceptionalities. We know that they are at higher risk of dropping out of school or not accessing higher education.

I saw a need for change in this perspective and approach which led me to create Special Compass. Long story short, I use my experience, education, and passion to advocate for myself and help other students with LDs and exceptionalities do the same.

What are some of the most harmful or prevalent misconceptions and stigmas associated with learning disabilities (LDs)? How are you addressing them in your work?

One of the biggest stigmas about LDs is that individuals who have them are ‘lazy, dumb, or stupid’. In actuality, they have average or above average IQs. I try to dismantle this stigma through awareness and education, working especially for parents and the students with LDs.

Many people we admire, past and present, had a learning disability. For example, Albert Einstein. There are also some famous actors and businesspeople who have/had dyslexia, ADHD, and other LDs and exceptionalities. We often just hear the term and make a prejudgment about people’s intellect and abilities and that’s not fair.

Think of it this way: There’s a lot of construction in cities like in Toronto. Sometimes these construction sites block your usual route, so you’ll have to plan and find another way around. It may take longer… but you will ultimately get to your destination. It’s the same for learning disabilities. Your brain processes information differently, perhaps it may take longer... but it does still process!

Learning disabilities and exceptionalities may impact many aspects of learning but memory, info acquisition, recall are also often impacted. That’s why ‘Learning Disability’ is sort of an umbrella term, but affects more than learning in academic environments and so the impacts remain beyond your school experience and into adult life. If you don’t learn more about the learning strategies that work for your brain, you may fall behind.

Another misconception is that while we talk a lot about diversity, we tend to think mainly about physical aspects, things we can see. However, neurodiversity is another element of diversity, looking at variances in brain structure and functions. Everyone’s brain functions differently according to them. Individuals on the autism spectrum, those with ADHD, LDs, all have unique ways of processing and there are also people who are ‘twice exceptional’ for example, they may have an LD and be on the spectrum. If we truly want to be inclusive, we need to understand that diversity is not just about the physical.

[…] Neurodiversity is another element of diversity, looking at variances in brain structure and functions. If we truly want to be inclusive, we need to understand that diversity is not just about the physical.

Parents often come to me because they are not sure what to do, or the options at their child’s school aren't working well and they may feel not supported. I’m always open and honest about the time it will take and the hard work needed for their students succeed. I do an assessment of education plans, report cards, diagnosis (if applicable), and help families make a customized plan to help the student through primary and secondary education. I identify needs and areas that will help them ‘cross the bridge’ of learning expectations, both specific and intrinsic, of different grades. I help students determine learning strategies that work best for them. Often these strategies may work well for most students but are extra helpful for students with LDs and exceptionalities. With my clients, I focus on education, advocacy, learning and training.

Read: YWiB Role Model Interviews: Bhairavi Shankar on why there's 'space' for everyone in the STEAM sector.

How do those stigmas and misconceptions show up in adulthood?

People with LDs may or may not know they have one, and not realize what it means for their lives. Sometimes stigma leads to mental health issues like depression or anxiety because they are struggling and settle for less (for example, a career role) because they feel they can't succeed. Low self-esteem, self-doubting, lack of confidence, etc. I personally struggled with these when I went back to school. I was sometimes hesitant when submitting assignments because I would start thinking back to past experiences where I didn’t do well. People may feel depressed because they perceive that their LD is holding them back from living the life they envisioned.

This can show up in the workforce, especially when people have poor time management skills (for example, they are always late or super early). Or, it could be the way they draft emails, follow instructions, potentially making the same mistakes over and over. An employer may assume the employee is negligent and careless, but in reality, they were trying so hard to be aware of their errors, yet still missed them. This leads to more self-doubt, unhappiness, and overall poor performance. For some individuals with ADHD, they may struggle to complete tasks, be constantly distracted, not fully close doors, etc. I’m not saying that it’s always an LD or ADHD, but you don’t necessarily know someone else’s life.

What should/can young women do if they suspect they have a LD?

If someone suspects they have a LD, the default answer is to get an assessment and get it confirmed. This means a psychoeducational assessment by a psychologist, not just your family doctor. They’ll test the functions of your brain, look for patterns and consistencies. I am not going to lie, it’s not a cheap or quick process. Do your research first and decide if it’s the right step for you.

If you do get a diagnosis, once you know you will probably feel like a light bulb has gone off… it will explain so many things. Once you know, you can make better and more proactive decisions about what you do in your life.

When you have a diagnosis, you can choose whether or not you will disclose to your employer. Sometimes it can help your working relationships and you can get accommodations to be more successful in your work. For example, let’s say Sally is a corporate employee who suspected she has an LD, got tested and has a diagnosis. Now she can seek out holistic strategies to implement into her work so she can perform and meet expectations better. She can request more time, or seek out quieter spaces to work. If she decides not to disclose, then she may want to stay late, or work in a less distracting environment to create workarounds for herself. Once Sally knows her diagnosis, she has more awareness of environments and strategies that are more productive for her. She can then advocate better for herself in the workforce and other aspects of life.

Sadly, some adults with LD have a hard time keeping a job. Of course, all situations are different, but sometimes it may be because they didn't know how to implement appropriate strategies that would help them succeed.

Read: 7 Career Tips During Covid-19: Advice from a Career Counsellor & Motivation Coach

What is your advice for people who have an LD but aren’t sure how to bring it up with their employers, or if they should at all?

A part of you will know if you should or not, based on your tasks and the work culture. Personally, I have not felt the need to disclose in my own previous workplaces. Sometimes employer expectations may not be within your feasible time frame to process information and complete tasks. In that situation you may want to meet with your manager and explain your situation to help to set expectations and ask for potential accommodations of space, time, etc.

You’ll want to explain clearly and confidently about your learning disability, and what you need to succeed best in their environment. It's important to advocate for yourself in a way that it doesn’t sound like a negative thing, cause for concern, or a disadvantage.

Not all employers will understand right away, simply because misconceptions and stigma are still rampant. Even if they react positively, be sure to spell out what you need and don’t assume they’ll know. Even if they’ve had other experience for employees with LDs and exceptionalities, the needs are different for everyone.

When you come prepared with ‘solutions’, the experience will hopefully be more positive and supportive. This should help your manager feel confident in your work, while also break down misconceptions. Again, it’s always different experience for everyone, but if you choose to disclose you should provide examples of what you need to succeed.

What are some ways that managers and team members can support colleagues who have disclosed having an LD?

Don't treat individuals with LDs any differently or less than anyone else. It sounds basic, but you’d be surprised at some of the stories I've heard. Be positive and support them too. They will probably have moments when they are frustrated with themselves and they may need a pep talk. Be supportive and encouraging.

As an employer, make sure your door is always open and that you’ve created an environment where people feel open and free to disclose information. Again, we talk a lot about being inclusive, but we may not think about neurodiversity. People may not feel safe enough to disclose, so rethink what you consider to be inclusive. Collaborate with people to find out how to best support them. Ergonomics are important in the modern workplace, but what about accommodations and accessible work spaces?

If Sally discloses her LD to you, be sensitive to the situation and keep it confidential. Ensure she feels safe and be transparent about what may be required to accommodate her requests so she can make a decision about her comfort with the level of disclosure. Respect Sally’s privacy and trust in her ability to succeed.

What is one piece of important career advice you’ve received that you’d like to pass along to our community?

Sometime around when I first started Special Compass, I was having breakfast with a Special-Ed teacher and she passed along advice she heard from someone else when she was starting out in her career: If you want to help students who learn differently, you need to understand how students learn, period. Don't just put all your resources and skills into one specific area. Go broader, deeper, and understand how everything works together.

If you focus too specifically in your education, interests, and skills development, it may potentially limit your options. If you have a cross-section of skills, you never know how they will benefit you. My passion is education, but I don't restrict myself to just working with students with LDs. Even when I was studying inclusive education, I challenged myself to research and learn about other areas.

Always be curious, and take initiative to learn something new, to keep learning.
[…] Do not underestimate [your] transferable skills.

There are so many free and affordable resources; LinkedIn, YouTube, library books, Coursera, Lynda.com (can access using your TPL card), documentaries. Always be open to learning something new.

Related to this, I advise your community to not underestimate their transferable skills. When young people graduate from traditional academic education, they sometimes think they will automatically get a good job. However, some really struggle because the workplace has different expectations of us. New grads and young professionals don't necessarily realize the marketable, transferable skills they’ve gained through summer jobs, volunteering, and retail. For example, customer service, budgeting, confidentiality, time management, and coordination. These are valuable skills they learned in a workplace that are needed in their future workplaces. Don't dismiss these experiences, learn how to articulate them on your resume and in job interviews... but don’t just stop there. Keep learning.

Connect with Shakira: Facebook Instagram LinkedIn Website

Shakira Rouse is an educator, advocate and entrepreneur. She’s the creator and founder of Special Compass, an organization aimed at helping students with learning disabilities achieve success in and outside the classroom. Her mission is to make education accessible for all kinds of learners by creating inclusive learning environments.

Shakira Rouse on learning disabilities, stigma, and the workplace