Cognitive learning disability

Intellectual disability may be either generalized (cognitive impairment) or specific to one area (learning difficulty). Children with cognitive impairment have below-average IQ, at [1] The degree of cognitive impairment depends on the underlying disorder and its severity. An IQ of 50 to 70 is classed as mild cognitive impairment. Children with a specific learning difficulty, on the other hand, have difficulties with particular mental tasks but a normal IQ. Examples include difficulties with speech (specific language impairment), reading and writing (dyslexia), and use of numbers (dyscalculia). Although the terms "learning difficulty" and "cognitive impairment" have specific definitions, they are sometimes used interchangeably by clinicians.[1]EpidemiologyCognitive impairment affects 2-3% of children.[2] Down syndrome and fetal alcohol syndrome are among the most common identified causes of cognitive impairment.[3] The prevalence of learning difficulties is more difficult to determine because of the spectrum of disabilities and the variation in diagnostic criteria.[4] Most estimates suggest that the lifetime prevalence of learning disability is about 10%; males are more likely to be affected than females. Dyslexia is the most common specific learning disability (affecting about 5% to 12% of children).[1][5]The majority of conditions associated with both specific learning difficulties and generalized cognitive impairment are developmental in origin, are linked to abnormalities in brain structure and function, and are present from birth. Learning difficulty or cognitive impairment may be part of a syndrome, and there may be a family history of similar difficulties. Generalized cognitive impairment is often associated with a history of delayed developmental milestones; the age at which it becomes manifest varies according to its severity. In some children, mild generalized cognitive impairment becomes more obvious when the child starts attending school.The English Learning Disabilities Mortality Review (LeDeR) program in 2018 found that the median age at death for 3860 people with learning disabilities (ages

4 years and over) was 60 years for males and 59 years for females.[6]Multidisciplinary team approachChildren who develop new specific learning difficulties or who have recently been identified as having cognitive impairment should be referred to a pediatric neurologist. An acquired disability due to intracranial pathology must be considered if there is an acute onset or a regression of previously acquired skills. However, often the specific learning difficulties or cognitive impairment may have been present for some time but only recently noted (e.g., on starting school).A multidisciplinary team (MDT) assessment is desirable for accurate diagnosis and advice regarding appropriate interventions and educational placement. An MDT assessment includes the pediatrician or child psychiatrist and allied professionals such as a psychologist and a speech therapist. Children with motor coordination difficulties (developmental coordination disorder, or dyspraxia) resulting in physical problems with writing may benefit from assessment by an occupational therapist. The role of the clinical psychologist is to identify the child's cognitive ability (IQ, or age-equivalent developmental level, which can be compared with their chronologic age). Speech therapists help assess the child's expressive and receptive (understanding) language abilities and compare these with the overall level of cognitive ability. Some children have a discrepancy between cognitive and language abilities. For example, children with autism sometimes have relatively superior nonverbal skills compared with verbal performance. There is evidence that early reading interventions may be particularly helpful in improving expressive and receptive language as well as reading in children with intellectual disability.[7]Cerebral palsy"Cerebral palsy" is a diagnosis given to children with a static brain injury of varying etiology (e.g., preterm birth, hypoxic-ischemic injury, meningitis, or intracerebral hemorrhage), associated with a disorder of movement and posture. Cerebral palsy is not a cause of cognitive impairment. However, the two conditions can coexist, and for this reason a cause

For many organizations, cultivating a diverse workplace is a source of immense pride. However, creating an inclusive environment where individuals from all walks of life feel genuinely welcomed and appreciated goes beyond the conventional notion of accommodating those from diverse backgrounds.This is particularly important when addressing the invisibility often imposed upon people with disabilities, especially those whose experiences are not readily apparent.To that point, recent data from the Centers for Disease Control and Prevention (CDC) indicates 12.8 percent of American adults have a cognitive disability characterized by serious difficulty concentrating, remembering, or making decisions.Additionally, the nonprofit Learning Disabilities Association of America (LDA) notes that one in five Americans experiences learning and attention issues, citing research from the National Center for Learning Disabilities (NCLD). Despite this, misconceptions and stereotypes about individuals with cognitive and learning disabilities (CLD or neurodivergence) persist. These include perceptions of neurodivergence as an abnormality or that people experiencing CLD aren’t intelligent or lack the ability to learn.Consequently, a large portion of people with such disabilities are shut out of the workforce despite their abilities and potential for contribution: Only 46 percent of working-age adults with learning disabilities are employed, and twice as likely to be jobless as their “able-bodied” counterparts.However, in addition to meeting legal requirements or social responsibility goals, a diverse and inclusive work environment helps drive productivity and innovation. This is due to greater employee satisfaction, grounded in inclusive experiences where differing talents are valued. Thus, creating accessible workplaces catering to the needs of all employees一including those with cognitive and learning disabilities一is essential. Here are several actionable measures for making workplaces more accessible and inclusive for employees with cognitive and learning disabilities. (You can also find similar guides to better support employees who are blind, d/Deaf, and experience mobility impairments.)Understanding Cognitive & Learning DisabilitiesCognitive and

Learning disabilities vary in their nature and impact. They result from genetic or neurobiological factors that alter brain functions related to processing information or learning. This can negatively affect basic skills such as listening, reading, writing, or performing mathematical calculations. They can also interfere with higher-order skills such as organization, abstract reasoning, time planning, long or short-term memory, and focusing attention.Learning disabilities are also distinct from learning challenges related to visual, auditory, or motor disabilities, emotional disturbance, or environmental disadvantage.According to the LDA, people with learning disabilities are of average to above-average intelligence yet are often unable to demonstrate their expected skill set. In effect, their disability is invisible because there often appears no obvious explanation for the divide between their intellectual potential and tangible accomplishments. Common types of cognitive and learning disabilities include dyslexia, dyscalculia, dysgraphia, dyspraxia, attention deficit hyperactivity disorder (ADHD), certain types of autism, non-verbal learning disabilities (NVLD or NLD), executive functioning, oral/written language disorder, and specific reading comprehension deficit.Challenges Faced by Employees With CLDPeople with CLD often experience difficulties with skills fundamental to most employment, such as organization, time management, written communication and comprehension, and memory and information processing.It’s no surprise, then, that misunderstanding, stigma, and feelings of low self-esteem often prompt students and workers to keep their CLD hidden. According to the NCLD, only one in four college students with CLD disclose their disability to their institution, and only one in 20 young adults with CLD receive accommodations in the workplace.Kurt Iobst, Senior Success Manager at Salesforce and Global President of Neurodiversity AbilityForce, says disability disclosure is a personal choice.“I encourage people to do what makes them most comfortable,” says Iobst, who himself is autistic. “If they feel they will gain more understanding and not suffer repercussions, then disclosure could be appropriate.”Regardless, employers and colleagues

Need to be aware of these challenges and offer the necessary support and accommodations to facilitate the success and well-being of their coworkers.The Role of Leadership & Management Aside from successfully leading multi-billion dollar companies, Richard Branson, Virgin Group Holdings Limited board chairman; Daymon John, founder, president, and CEO of FUBU and a regular investor on the reality show “Shark Tank;” and David Neeleman, founder, CEO, and chairman of Breeze Airways (previously Founder, CEO, and Chairman, JetBlue) all share something else in common. Each has a cognitive or learning disability一and there are many more like them.Creating an inclusive workplace culture starts with leadership and management. By disclosing their own neurodivergence, leaders are living proof people with CLD can be enormously successful. They also set the tone for tolerance, acceptance, accessibility, and inclusivity within their organizations. Iobst shares that sentiment, noting that “leadership that openly discloses their disability, struggles, and success strategies helps foster empathy and understanding throughout the organization.” Leaders also control the allocation of resources for accessibility initiatives and training programs (more on this below). A strong commitment in these areas, and from the highest echelons of an organization, reinforces the fact that people with CLD are valued employees. Communications and HR teams also have roles to play. Messaging in company news, policies, and initiatives for internal and external audiences should reflect the organization’s commitment to diversity and inclusion, including discussion and imagery of its multifaceted workforce, goals, and accomplishments. Importantly, these policies should be visible to potential candidates and those in the hiring process.Employee Training & EducationEducating all employees about cognitive and learning disabilities is crucial for cultivating a collective sense of empathy and appreciation for the challenges and talents employees with CLD possess. Regular training via awareness programs, workshops, and seminars can help debunk misconceptions and nurture