I’ve been with dslx for almost a year now. I first applied after being completely swept away by the company’s story and Ray’s journey toward becoming a successful dyslexic content marketer. It’s inspiring and empowering to see someone turn their “challenges” into strengths.
Since joining, I’ve had the chance to work alongside a diverse, open, and supportive team. Here, I’ve learned what it truly means to unmask, to speak openly about neurodiversity and mental health, and to be mindful of different preferences and needs in the workplace.
With a new appreciation for what a neurodivergent-friendly environment looks and feels like, I decided to sit down with Ray Slater Berry, the founder of dslx, and ask him about the principles that guide him when hiring and leading a neurodiverse team.
Powered by dyslexia: Ray’s journey to founding dslx
First, because I find the story of dslx so fascinating and inspiring, here’s Ray’s journey to founding dslx:
“I’ve always loved storytelling since I could hold a pen. But, I was so frustrated with teachers telling me I was making silly mistakes throughout school. It was only when I got to University (Falmouth University in Cornwall, UK) that I got access to a dyslexia screening. I found out I am dyslexic, and everything made sense.
At University, I received the training and support I needed to understand my dyslexia and truly excel with it. I stepped out of University into the world of content and social media—in the very early days when businesses were just starting to experiment with it.
Fast forward a decade and I was working for a coworking space during the pandemic. Of course, coworking wasn’t exactly in high demand, and my hours were cut. I started freelance writing, became popular in the SaaS space, and after a year of writing on my own, decided this could be bigger than me.
I had to tie my business to my dyslexia. It’s what I know, what I’m passionate about, and what brought me to today. I never want another child to be told they can’t write because of their neurodiversity. dslx was born, and it’s been nearly four years now.”
As an ADHD writer, I’m familiar with Ray’s struggle, the doubt, and the strength it takes to push through and perform in spite of what makes you different. There were a lot of moments in my life when my “disorder” put me through a tough time, especially at work when I had to perform repetitive tasks that didn’t stimulate my brain enough to keep it focused.
Ray’s story is a reminder for me to work with my “superpowers” instead of fighting my weaknesses. And at dslx, I found that to be not only possible, but encouraged.
The hiring process of a neurodivergent-friendly workplace
After having gone through dslx’s hiring process, I can attest to its accessibility for neurospicy folks–from dyslexia-friendly fonts and colors in the job description, to short and sweet pre-qualifying questions and quick chats instead of lengthy “grilling” interviews.
This is a business that lives its values, I thought to myself as I pressed the “Apply” button. And I was right! Ray says:
“Neurodiversity is at dslx’s heart. It’s what I know, and it’s what I talk about regularly. I’ve been on a few panels talking on this topic, and regularly share content around it.
Whenever we’re hiring, we always try to work with inclusive job portals: one we work with regularly is ImInclusive. We also work closely with my University as they have dedicated resources to support neurodiverse students, and I want to encourage those students to do what they love.
At the same time, we can’t be biased towards hiring from the neurodiverse community—which is something that can be tricky to communicate. The best we can do is ensure our hiring processes and communication are inclusive and accessible to all types of people. In doing so, we encourage people from the neurodiverse community to come forward exactly as they are, safe in knowing they will not be penalized for being neurodiverse.
Unfortunately, this is not often the case in content-related roles. People hear “neurodiverse” and think someone can’t read or write at the level they need. That’s simply not the case—they do things differently, but that’s not to say they do things worse.
One particular story I’d like to share is our rebrand and website redesign of dslx. Knowing our mission, vision, and values, it was so crucial that this rebrand triumphed accessibility over aesthetics. We’ve purposefully chosen fonts, logo design, color schemes, and navigation that are as accessible as possible for the neurodiverse community.”
Ray is one of the few founders who understood that a neurodiverse workforce is not a liability, and he shaped dslx’s culture to reflect that.
“Our products and services are diverse when our workforce is. And our workforce is diverse when all people are included.
McKinsey found that businesses with diverse workforces across ethnicity and gender outperform their counterparts by a lot when it comes to bottom-line financials.
It enables them to lead and provide more empathetic services and products. Now, add neurodiversity to that mix and you’re on to a broader reach, even greater empathy and relatability, and improved bottom-line financials all around.”
Reflecting on my own experience, Ray’s approach to hiring and the steps he has taken to make dslx a welcoming, neurodivergent-championing workplace are rare but necessary. I remember feeling a deep sense of relief as I realized this wasn’t a company that just talked the talk; they walked the walk. The thoughtfulness put into the hiring process at dslx is a reflection of the kind of inclusive culture Ray has worked so hard to build.
Overcoming obstacles to supporting neurodivergent talent
Creating an inclusive workplace isn’t just about opening the door. It’s about making sure nothing’s blocking the way in.
dslx was built with neurodiversity at its core, but even with the best intentions, there are still real challenges to navigate: outdated systems, unconscious bias, and a general lack of awareness.
I asked Ray what he sees as the biggest obstacles to supporting neurodivergent talent and what steps businesses can take to actually make a difference. He says:
“A huge obstacle is an awareness of different neurodiversity: ADHD, Autism, and Dyslexia are typically the most recognized, but there are more out there: Dyspraxia, Tourette syndrome, Dyscalculia, OCD, there’s so much out there. Managers need to be aware of each of these and know how to work with neurodiversity to allow talent to feel comfortable shining.
Secondly, employees need to be able to identify signals of these different neurodivergent traits in others or themselves. I can’t tell you the number of people who have come to me saying, “I think I am X” or “I think I might be Y.” This uncertainty comes from a lack of awareness, knowledge, and access to professional screenings.
And, as much as we’d like to rely on our governing bodies to see this change, such a huge part of change in today’s world comes via businesses and their influence. If they can afford it, it should be on every business’s to-do list to provide awareness sessions, access to screenings, and access to training for the neurodiverse community. I can assure you, change will come quicker than if we rely on our governing bodies.
We’ve got some un-learning to do on neurodiversity. It’s stigmatized and leads to hiring biases—especially in client-facing or content-oriented roles. If we can somehow unpick this trauma and change the narrative on neurodiverse people, I’ll be happy.
We are different, but different doesn’t mean bad. If the world could educate itself on neurodiversity, we’d be better equipped to place neurodivergent individuals into roles that play to their strengths, not their stereotypes.”
This message is something I hold dear. I’ve seen firsthand how stigma around neurodiversity in the workplace can affect performance, confidence, and morale. It’s a struggle I’ve encountered myself. But the more I work at dslx, the more I see that we have the power to change the narrative.
It’s not about fixing or forcing neurodivergent employees to adapt to a flawed system. It’s about creating a system that makes sense for us.
Creating space for neurodivergent employees
When it comes to supporting neurodivergent talent, the most meaningful changes are often the most practical. Ray shares five best practices dslx follows to create a work environment where neurodivergent employees feel seen, heard, and supported:
1. Inclusive job descriptions
“Step number one for more inclusive workplaces for neurodiverse people comes before they even enter your workplace. Consider how you can greet applicants in an inclusive way, and this usually comes with how you hire.
Inclusive job descriptions look at language, place of posting, accessible trials, and come with alternative ways to interview. I try to ensure all of our job descriptions are inclusive and keep our hiring process open and flexible so people have various ways to showcase how they shine.”
The way dslx frames job descriptions ensures everyone, regardless of their neurodivergence, feels they can showcase their best self. This inclusive approach made my application process much less intimidating, and it gave me the space to truly express who I am beyond just the qualifications on paper.
2. Accessible content
“From onboarding materials to slide decks to Slack messages. At dslx, accessibility is a core part of design, writing, and communication. That means choosing readable fonts and high-contrast color schemes, using text formatting (like bold and italics) only when necessary, and being mindful of cognitive load when presenting information.”
As someone who has struggled with traditional content-heavy formats, I truly appreciate how dslx embraces accessibility. It makes a world of difference for employees like me who may find certain design choices overwhelming and distracting.
3. Leading with labels
“Whether it’s adding pronouns or neurodiversity identifiers in Slack names and email signatures, this small action creates space for others to show up authentically. It signals that neurodivergence isn’t something to hide—it’s something that’s respected and embraced.”
When you know you’re in a space where your neurodivergence is respected and openly acknowledged, it removes the pressure to “mask” or hide part of who you are. It also signals to others that it’s okay to embrace their authentic selves, and I’ve seen this foster stronger connections within the team.
It’s company policy and one of the first steps of employee onboarding that we add our preferred pronouns to our Slack profiles.
Here’s mine.
4. “Work with me” boilerplates
Everyone works differently, and that’s something to celebrate. dslx encourages team members to create simple “work with me” guides that outline communication preferences, focus times, ideal work environments, and more. These templates empower us to advocate for what we need, and help our team collaborate more mindfully.
Creating a “work with me” guide was something I was hesitant about at first, but as soon as I saw how it helped others on the team, I embraced it. It’s made me realize how important it is to communicate your needs early and openly. Whether it’s explaining the best ways to communicate with me or setting boundaries around deep-focus work, these small steps have made me feel seen and heard.
Here’s how mine looks.
And here’s Ray’s:
5. Awareness days
Awareness days are a chance to deepen collective understanding. Whether it’s Dyslexia Awareness Week or Autism Acceptance Month, dslx uses these moments to share educational content, amplify lived experiences, and invite meaningful conversations internally and on our LinkedIn channel and newsletter.
Inside the mindset of a neurodivergent founder
So much of what makes dslx stand out comes down to the way it’s led—from the inside out—with intention, empathy, and creativity. Ray is a founder who has built a business that embraces differences because he knows, firsthand, the value they bring.
I asked Ray which personal traits have helped him most as a leader. His answer: a mix of head, heart, and a healthy dose of grit.
“Many character traits of leaders are now considered power skills in the workplace—it’s easy to see why! I’d consider my creativity, empathy, and (an alternative one) stubbornness as most instrumental to my success so far. Two of my traits are common to dyslexics, I’ll let you guess which is the odd one out!
My creativity has helped me provide alternative, out-of-the-box services to our clients. It’s helped me build a brand that I feel truly stands out. But, most of all, I think it’s helped me navigate tricky situations as a solo founder. Creativity goes beyond creation and imagination; it helps you find solutions and problem-solve when every door seems to be jammed shut. If it were not for my creativity, I don’t think the business would have survived the tech recession between 2022 and 2023. And, I don’t think it would be surviving through today’s turmoil either.
My empathy has helped the business in two different pathways. One, it enables me to relate to and understand our customers' pain points. In understanding what it’s like for our ICP, I’ve been able to craft messaging and hold discovery calls that have customers nodding in agreement and siding with us over another pitching agency because we’re relatable and we get it.
At the same time, it’s helped us to build more diverse and inclusive content for our customers’ customers. In being able to empathize with the everyday jobs-to-be-done and pain points of buyers, we’re able to write for them that much more assertively. This empathy carries through into our writing style, pillars, and values.
For example, you’ll never see a dslx writer use gendered language, reference a religious holiday, war-related vocabulary, or cultural practice to help make a point. They’ll never presume someone’s pronouns, sexual orientation, race, or other diversity factor. This can be hard to do, as we’re teaching people to write with more empathy and inclusivity than they’re used to applying in their everyday. However, it makes for more inclusive content, and that’s something we stand for.
Lastly, my stubbornness is probably the one trait that gets me through everything. I am stubborn. Always have been, always will be. It means I’m determined to succeed, and where ‘no’ is the answer, I will change the question until I get the ‘yes’. This stubbornness has kept me on track, or helped me to craft a new one, to reach the team’s collective goal.”
Building a future where everyone belongs
When businesses like dslx choose to lead with empathy, awareness, and action, they help reshape what inclusive work can look and feel like. And, although we may not remember what someone says to us, we’ll always remember how they make us feel. Ray’s journey shows us that being different can be the superpower that fuels success.
Whether it’s rewriting job descriptions, rethinking leadership, or making space for people to show up as they are, creating a more inclusive workplace is the smart and right thing to do—for your team morale and its bottom line.
When we stop asking people to fit into the system, and start building systems fit for people, everyone has the chance to thrive.
Thank you for reading, and feel free to check out our services if you’d like to work with and support a hub of neurodiverse talent.
