DYS Disorders Training in the Workplace:
identify, adapt and enhance
Complete program, educational objectives, target audience and methods — everything HR managers, managers and training leaders need to know before deploying this training in the company
💻 100% online · At your own pace
🏢 Multi-employee deployment
💰 Fundable by OPCO
In France, between 6 and 8% of adults are affected by a DYS disorder — dyslexia, dyspraxia, dyscalculia, dysorthographia, dysphasia. In a company of 500 employees, this represents an average of 30 to 40 collaborators who navigate each day in a professional environment that has not been designed for their way of processing information. The result: chronic underperformance, absenteeism, managerial tensions, high psychosocial risks, and above all — a net loss of value for the company. The DYNSEO training DYS Disorders in the Workplace: identify, adapt and enhance provides managers, HR, and teams with concrete tools to change the game.
Online · Asynchronous
Eligible OPCO
Multi-licenses
DYS disorders in the workplace:
identify, adapt and value
Certification training 100% online for managers, HR, and supervisors. Understand DYS disorders, adapt managerial practices, and value neuroatypical profiles in the workplace.
Access the training →1. Why train your teams on DYS disorders in the workplace?
1.1 A performance and inclusion issue often underestimated
DYS disorders are neurodevelopmental disorders that affect specific cognitive functions — decoding written text for dyslexia, coordination and gestural planning for dyspraxia, number processing for dyscalculia, written production for dysorthographia, oral language for dysphasia. They do not affect general intelligence — many studies confirm that individuals with DYS disorders have IQ scores that are perfectly within the norm, or even higher — but they significantly impact how these individuals process information in specific contexts.
In the workplace, the consequences are concrete and measurable. A dyslexic employee may take two to three times longer to write an email or a report than a colleague without this particularity. A dyspraxic collaborator may have difficulties organizing themselves in space, managing multiple tasks simultaneously, or orienting themselves in new environments. An adult with dyscalculia may experience real difficulties with numerical dashboards and financial reporting. These difficulties are real, permanent, and generate accumulated cognitive fatigue that directly contributes to absenteeism and psychosocial risks.
Yet, most managers identify these difficulties as issues of motivation, rigor, or intelligence — due to a lack of training in recognizing DYS profiles. This ignorance is costly: it generates unnecessary conflicts, unfair evaluations, and the loss of collaborators who could have brought real value if their work environment had been adapted. The DYNSEO training on DYS disorders in the workplace is specifically designed to break this cycle.
1.2 The legal framework that applies to employers
The law of February 11, 2005, for equal rights and opportunities for disabled individuals requires companies with 20 or more employees to employ at least 6% of disabled workers (Obligation to Employ Disabled Workers — OETH). DYS disorders can qualify for the Recognition of the Quality of Disabled Worker (RQTH), which means that a significant portion of employees with DYS disorders can be counted in the company's OETH — provided they are declared and supported.
Companies that do not comply with the OETH must pay a contribution to AGEFIPH (private sector) or FIPHFP (public sector), which can amount to several thousand euros per missing unit. Conversely, companies that hire and retain recognized disabled workers benefit from support for workplace adjustments, training grants, and personalized assistance from AGEFIPH. Training managers to identify and support DYS profiles is therefore not just an act of inclusion — it is also a concrete financial lever in managing the OETH.
⚖️ Legal reminder: The 2005 law requires employers to take appropriate measures to enable disabled workers to access a job, perform it, and advance professionally — unless these measures represent a disproportionate burden. The refusal to implement reasonable accommodations for an employee recognized as disabled constitutes direct discrimination subject to criminal and civil penalties. Training managers on DYS disorders directly contributes to fulfilling this obligation of reasonable accommodation.
1.3 The ROI of DYS inclusion in the workplace
Economic data on neurodiversity in the workplace converge on one point: companies that invest in the inclusion of neuroatypical profiles gain a measurable competitive advantage. A McKinsey study (Diversity Wins, 2020) showed that companies in the top quartile of diversity are 35% more likely to have financial performance above the median of their sector. France Stratégie estimates that the professional inclusion of disabled people generates a return on investment of 3 to 1 for engaged companies.
For DYS profiles specifically, research on the strengths associated with DYS brains — three-dimensional thinking, associative creativity, systemic vision, resilience in the face of failure — shows that these employees, when properly supported, outperform on creative, strategic, and complex problem-solving tasks. Large international companies — including several GAFAM and CAC 40 groups — have established active recruitment programs for neuroatypical profiles precisely for these strengths. Training managers to value these profiles rather than endure them is therefore a quick ROI investment.
2. Detailed program of the DYNSEO training
2.1 Educational objectives
The training DYS Disorders in the Workplace: Identify, Adapt, and Value pursues four main educational objectives. The first is to enable participants to understand the neurological mechanisms of DYS disorders — distinguish dyslexia from dyspraxia, dyscalculia from dysphasia — and identify the concrete professional manifestations of each disorder. This theoretical foundation is essential to avoid confusions (a dyspraxic employee who loses their belongings is not inattentive — they have a spatial processing deficit) and reductive labeling.
The second objective is to train participants to spot warning signs of an undiagnosed or unreported DYS disorder. The majority of DYS adults do not have a formal diagnosis — many have navigated their schooling and professional journey by developing compensatory strategies that mask their difficulties from others. A trained manager knows how to recognize behavioral patterns that may indicate an underlying DYS disorder and how to discuss it appropriately.
The third objective is to provide participants with a repository of concrete adaptations — adjustments to the workstation, modifications to written communications, digital assistance tools, work organization — that allow the DYS employee to compensate for their difficulties and express their true potential. These adaptations are in the vast majority of cases simple, low-cost, and beneficial for the entire team. The fourth objective is to value the strengths of DYS profiles — creativity, visual thinking, originality of approaches — in the team's and the company's strategy.
2.2 Modular structure of the training
🗂️ Training Path — DYS Disorders in the Workplace
The training is structured into thematic modules accessible on demand, allowing each participant to progress at their own pace and revisit the content that concerns them most directly. The modules cover the different types of DYS disorders sequentially, presenting for each: the accessible neurological description, the concrete professional manifestations, the recommended adaptations, and the downloadable practical resources.
2.3 Comparative Table of DYS Disorders and Their Impacts in the Workplace
| DYS disorder | Affected functions | Professional manifestations | Key adaptations |
|---|---|---|---|
| Dyslexia | Phonological decoding, reading, spelling | Slow reading, mistakes in writing, difficulty with long texts, anxiety with writing | Text-to-speech, spell checker, visual supports, extra time |
| Dyspraxia (TDC) | Motor planning, coordination, spatial organization | Disorganization, loss of objects, difficulty orienting, slow gestures, computer difficulties | Structured lists, organized workspace, adapted note-taking tools |
| Dyscalculia | Numerical processing, sense of quantities | Difficulty with numbers, calculation errors, complex dashboards, time management | Calculator, data visuals, text reformulation, double-checking |
| Dysorthographia | Spelling production, spelling memory | Significant mistakes in writing, shame about communications, avoidance of written tasks | Advanced spell checkers, dedicated proofreading phase, valuing oral communication |
| Dysphasia | Oral language, syntax, vocabulary | Difficulty with spontaneous oral expression, exhausting meetings, difficult reformulations | Agenda in advance, closed questions, written summaries post-meeting |
3. Who is this training for?
3.1 Priority profiles
The training DYS Disorders in the Workplace is designed for three families of priority audiences in the workplace. The operational managers and team leaders are the main target: they are the ones who experience the manifestations of DYS disorders in their team on a daily basis, who conduct annual evaluations, who set objectives, and manage tensions. A training of a few hours can transform their ability to understand and support a DYS employee, avoiding months of unnecessary tensions and the risks of departure or sick leave.
The HR professionals and training managers constitute the second target audience. They are the ones who design integration pathways, manage annual reviews and skills development plans, and coordinate disability recognition processes (RQTH) with occupational health. A deep understanding of DYS disorders allows them to propose adapted training pathways, integrate adjustments into standard HR processes, and create an environment where DYS employees feel legitimate to declare their situation.
The disability mission officers and inclusion referents make up the third audience. They often have a general knowledge of disability in the workplace but may lack technical content specifically on DYS disorders — distinguishing a dyslexic profile from a dyspraxic profile, understanding the stakes of dyscalculia in a financial context, knowing the most effective assistive technology tools. This training provides them with the fundamentals necessary for quality support.
3.2 The sectors that benefit the most
All sectors are concerned by DYS disorders, but some present particularly acute challenges. Sectors with a high intensity of written communication — finance, law, insurance, consulting, public administration — are those where DYS employees experience the most visible and stigmatized difficulties. Banking, law firms, large administrations, consulting companies generate such a volume of writing that dyslexic or dysorthographic employees often suffer greatly without anyone understanding why.
Sectors with a strong technical component — IT, engineering, design, architecture — often have a overrepresentation of DYS profiles, precisely because DYS brains have particular strengths in spatial and systemic thinking. These employees are often excellent technicians or designers but may encounter difficulties in the administrative and writing aspects of their job. Training their managers to understand this reality and adapt tasks is particularly beneficial in these environments.
Train your managers on DYS disorders in the workplace
100% online training, Qualiopi certified, deployable across your entire management team. Fundable through your OPCO as part of the Skills Development Plan.
4. Practical arrangements and deployment in the workplace
4.1 Format and accessibility
The training is fully available online, asynchronously — participants access the modules whenever they wish, from their workstation, their home while teleworking, or from a mobile device. There are no constraints on timing or simultaneous presence, which greatly facilitates deployment across geographically dispersed teams or those with busy schedules. This flexibility is particularly valuable for large companies and multi-site networks.
The training is certified: it is produced by DYNSEO (Qualiopi No. 11757351875), a training organization certified under the national quality framework. At the end of the training, participants receive a training certificate that can be added to their skills development file. This certification also allows for the training to be covered by OPCOs (OPCO EP, ATLAS, AKTO, OCAPIAT, etc.) as part of the companies' skills development plan, and by FNE-Formation for employees on partial activity.
4.2 Group deployment in the workplace
DYNSEO offers multi-employee licenses allowing the deployment of training across the entire management of a company at pricing conditions adapted to volumes. A group deployment for the management of a medium-sized company (50 to 500 managers) can be coordinated with the internal training department, with possible integration into the existing LMS platform catalog via SCORM or LTI.
For companies that desire personalized support, DYNSEO also offers intra-company formats with content adapted to sector-specific characteristics and the organization's use cases (testimonials from DYS employees of the company, contextualized case studies, practical workshops led by an expert). These intra formats can be organized in combination with online training to maximize retention.
4.3 Practical tools included
The training includes access to a catalog of downloadable practical tools to facilitate immediate implementation in the work environment. Among the most used resources: the adult DYS identification sheet to identify warning signs, the guide to adapting DYS written materials to review team communications, the DYS digital tools checklist which lists the best assistive technology applications, and the memory aid for letter confusion used by dyslexic employees.
These tools are designed to be immediately usable — not as theoretical resources to be kept in a drawer, but as everyday work supports. The spelling proofreading grid for example is a tool that dysorthographic employees can use before any important written production, reducing their cognitive load and anxiety regarding writing. These resources are available for free in the DYNSEO tools catalog.
5. Neurodiversity as a strategic asset for the company
5.1 The strengths of DYS profiles in the workplace
DYS brains exhibit particular information processing characteristics that, in the right contexts, translate into remarkable skills. 3D thinking and exceptional spatial visualization are characteristic of many dyslexic profiles — a feature documented in the research of Linda Kreger Silverman and recognized in fields such as architecture, industrial design, surgery, and engineering. Many prominent entrepreneurs — Richard Branson, John Chambers (former CEO of Cisco), Charles Schwab — are dyslexic and attribute their ability to think differently to this neurological characteristic.
Divergent thinking — the ability to generate multiple solutions to a problem rather than a single, logical solution — is also overrepresented in DYS profiles. In professional environments that value innovation, creativity, and thinking outside the box, this skill is invaluable. Studies conducted by the University of Cambridge and INSEAD have documented a positive correlation between DYS profiles and entrepreneurial success, precisely because entrepreneurship values original thinking over procedural conformity.
5.2 Integrating neurodiversity into the CSR / ESG strategy
The inclusion of neurodiversity in companies is increasingly seen as a key axis of CSR and ESG strategies. Institutional investors, ESG rating agencies, and large account clients are paying increasing attention to professional inclusion practices in their evaluation criteria. Companies that can document active training and adaptation programs for neuroatypical profiles score points in ESG assessments and improve their score on the "social" and "governance" axes.
The employer brand also benefits from this commitment. Candidates from generations Y and Z, for whom the company's values and the authenticity of its inclusion practices are decisive in choosing an employer, identify as a strong signal that an organization invests in training its managers on neurodiversity. In a tight labor market for qualified profiles, this differentiation contributes to the attractiveness and retention of talent.
5.3 The complete catalog of DYNSEO neurodiversity training
The training on DYS disorders is part of a complete catalog of five neurodiversity/inclusion trainings designed for companies. These trainings cover the entire spectrum of neurodiversity in the workplace and can be deployed complementarily to train the entire management in a coherent inclusive culture.
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Discover →6. Feedback and field impact
6.1 What participants remember
The feedback from participants in the training consistently reveals several particularly impactful moments of awareness. The discovery that DYS disorders are not related to intelligence — and that some employees whom managers had identified as "lazy" or "not rigorous" actually presented unidentified DYS disorders — is often described as a turning point in the approach to management. Several participants report having retrospectively recognized a DYS profile in an employee they had misjudged or with whom they had recurring tensions.
The practical part — tools for adapting communications, simple workstation adjustments, digital assistance tools — is universally praised for its immediate operationality. Managers who have undergone the training report having modified their communication practices (shorter emails, key points in bold, oral instructions rather than only written ones) as early as the following days, and noted a significant improvement in the quality of exchanges with their employees.
6.2 Multi-level deployment in companies
Companies that achieve the best results deploy the training at multiple levels simultaneously. The deployment among operational managers is the essential starting point — this is where changes in practice have the most immediate impact. Extending to HR teams then allows for adjustments to systemic processes — annual reviews, evaluation grids, onboarding processes — to make them more accessible to DYS profiles. Finally, a general awareness campaign for all employees can be organized to create a corporate culture where DYS profiles feel legitimate in discussing their needs.
DYNSEO offers support for this multi-level deployment, with the possibility of coordinating remote training with the company's disability mission, the occupational physician, and the OPCOs. For companies preparing to submit their Mandatory Declaration of Employment of Disabled Workers (DOETH), a documented deployment of training on DYS disorders can help enhance the company's efforts with AGEFIPH.
7. DYNSEO applications as a lever for maintaining employment for DYS profiles
7.1 CLINT: cognitive stimulation for DYS and ADHD adults
Beyond training for managers, DYNSEO offers digital tools for cognitive stimulation that can be directly used by the affected employees. The application CLINT is designed for adults and offers adapted cognitive activities — working memory, selective attention, cognitive flexibility, language — that can be practiced daily in just a few minutes. For a dyslexic or ADHD employee whose executive functions are weakened, regular practice of CLINT can help maintain the cognitive resources necessary for work demands.
This dimension of "cognitive self-care" is still underdeveloped in the workplace, but it aligns with an underlying trend in occupational medicine: the prevention of cognitive burnout among neurodivergent workers. A DYS employee who actively manages their condition — by combining appropriate workstation adjustments, technological assistance tools, and regular cognitive stimulation practice — is significantly more resilient and effective than an employee who has to compensate alone, without resources. Companies that provide CLINT to their neurodivergent employees are investing in their human capital in a concrete and measurable way.
7.2 MY DICTIONARY: facilitating communication for profiles with expression difficulties
For dysphasic employees or those with severe verbal communication difficulties, DYNSEO's application MY DICTIONARY offers a communication system using pictograms that can facilitate expression in certain professional contexts. While its primary use targets individuals with autism or aphasia, it can be a complementary resource for profiles with severe dysphasia in particularly challenging communication situations.
8. Building a coherent disability policy around DYS disorders
8.1 From training to corporate policy
Training for managers is an essential first step but insufficient if not integrated into a broader and coherent disability policy. An effective DYS policy in a company articulates several complementary levels of action. At the detection and recruitment level, job descriptions and recruitment processes can be reviewed to eliminate biases against DYS profiles — for example, not requiring writing tests for positions that do not specifically require this skill. At the integration level, onboarding paths can include a dedicated interview to discuss adaptation needs with the disability mission. At the daily level, team communication practices can be standardized to be accessible to all.
This coherent policy requires coordination between HR management, operational managers, the disability mission, occupational medicine, and employee representative bodies (CSE). DYNSEO training creates the common language necessary for this coordination — allowing all these actors to discuss DYS disorders with the same references and words, reducing misunderstandings and blind spots in care.
8.2 RQTH, AAH, PCH: knowing the systems to better guide
A significant part of the training is dedicated to the landscape of aid and support systems available for DYS employees and their employers. The Recognition of the Quality of Disabled Worker (RQTH), issued by the MDPH (Departmental House for Disabled People), is the central system — it opens rights for the employee (workstation adjustments, access to adapted job offers, enhanced professional support) and for the employer (counted in the OETH, access to AGEFIPH aids). The RQTH is valid for 1 to 5 years and is renewable.
AGEFIPH (Association for the Management of the Fund for the Professional Integration of Disabled People) finances concrete aids for employers who recruit or maintain employment for recognized disabled workers: assistance for workstation adjustments, digital accessibility support, training for managers. These aids are unknown to many companies that could benefit from them. A manager trained by DYNSEO is aware of these systems and can guide their employee and HR service towards the appropriate resources.
8.3 The professional equality index and DYS disorders
The professional equality index, made mandatory for companies with more than 50 employees, measures pay and promotion gaps between women and men. Although it does not directly measure disability inclusion, it creates a culture of measurement and transparency in HR practices that is favorable to inclusion policies as a whole. Companies that have become accustomed to measuring and publishing their equality indicators are also more inclined to measure their disability inclusion indicators — and to use them as employer branding levers.
Furthermore, the Climate & Resilience Law of August 2021 introduced obligations for extra-financial reporting that include indicators on diversity and inclusion. For companies subject to the DPEF (Extra-Financial Performance Declaration) — those with more than 500 employees and over €40M in revenue — the absence of a formal policy on disability and neurodiversity can be identified as a gap by ESG auditors. Training managers on neurodiversity thus directly aligns with the ESG reporting obligations of large companies.
FAQ — Training DYS Disorders in the Workplace
What is the difference between dyslexia, dyspraxia, and dyscalculia?
These three disorders belong to the family of DYS disorders but concern different cognitive functions. Dyslexia affects phonological decoding — the processing of links between sounds and letters, which impacts reading and spelling. Dyspraxia (Developmental Coordination Disorder) affects the planning and execution of coordinated gestures — fine motor skills, spatial organization, navigation in space. Dyscalculia affects numerical processing — understanding quantities, calculations, reading numerical data. These disorders can coexist (this is referred to as DYS comorbidity) and they do not affect general intelligence.
How can I fund this training for my managers?
The training can be funded through several mechanisms. As part of the Skills Development Plan (PDC), the employer can declare it and be reimbursed by their OPCO (according to the coverage rules of the relevant branch OPCO). It is also eligible for the CPF (Personal Training Account) for employees who wish to take it individually. For companies eligible for FNE-Training, coverage is possible according to the current conditions. Contact DYNSEO directly for a quote and assistance in preparing the funding application.
Can a manager diagnose a DYS disorder in an employee?
No — and the training explicitly emphasizes this point. A manager does not diagnose. The diagnosis of a DYS disorder is made by a specialist doctor (neuropediatrician, neuropsychologist, speech therapist as part of a complete assessment). The role of the trained manager is to identify behaviors that may indicate a potential DYS disorder, to adapt their management accordingly without waiting for a formal diagnosis, and to guide the employee towards appropriate resources (occupational health, disability mission) if they wish. The training provides the keys to make this distinction and avoid abusive pathologization or inappropriate labeling.
What should I do if an employee refuses to talk about their DYS difficulties?
The refusal to declare or address their difficulties is common and understandable — many DYS adults have experienced years of academic and professional shame around their difficulties and do not trust that their employer will treat them fairly. The trained manager does not have to force the dialogue — their role is to create the conditions that allow for this dialogue if the employee wishes. This involves adapting communications that benefit everyone (not just DYS profiles), fostering a team culture where differences are visible and respected, and adopting a managerial posture where difficulties can be expressed without fear of stigmatization or negative impact on evaluation.
Do adaptations for DYS profiles require significant investments?
In the vast majority of cases, no. The most effective adaptations are free or very low-cost: rephrasing instructions orally rather than just in writing, bolding key information in emails, providing the meeting agenda in advance, allowing extra time for written deliverables, permitting voice recording of meetings. Digital assistance tools (advanced spell checkers, text-to-speech software, dictation software) represent very low costs relative to their duration of use. AGEFIPH can fund part of the workplace adjustments for employees benefiting from RQTH, further reducing costs for the employer.
Can the training be adapted to my specific sector?
Yes. In an intra-company format, DYNSEO offers an adaptation of content and case studies to sector-specific characteristics — industry, finance, health, commerce, public service. The manifestations of DYS disorders and the most relevant adaptations vary significantly depending on the type of position and sector: a dyslexic profile in a law firm does not have the same needs as a dyspraxic profile in a production factory. Contact DYNSEO to discuss a tailored intra-company adaptation.
How can I measure the impact of the training on teams?
Several indicators can be tracked before and after the training. Direct HR indicators include: the rate of RQTH declaration (a more inclusive environment encourages employees to declare), the absenteeism rate of identified DYS profiles, the number of requests for workplace adjustments, and the scores on engagement surveys related to inclusion items. Managerial indicators include the evaluation of inclusive practices in the 360° manager reviews and the evolution of annual evaluations of identified DYS employees. DYNSEO can assist in setting up a measurement system tailored to your organization.
Is this training relevant if my company has no declared DYS employees?
It is even more relevant. The absence of declared DYS employees does not mean the absence of DYS employees — it means that the environment is not yet inclusive enough for these employees to feel safe declaring it. The vast majority of DYS adults are not recognized as RQTH, either because they have never had a formal diagnosis or because they fear the consequences of a declaration on their career. Training managers creates the trusting environment that gradually allows DYS employees to raise their hands — which is beneficial for them and for the company, which can then implement adjustments and count these employees in its OETH rate.
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