{"id":679140,"date":"2026-05-30T07:26:32","date_gmt":"2026-05-30T05:26:32","guid":{"rendered":"https:\/\/www.dynseo.com\/les-atouts-caches-des-collaborateurs-dys-creativite-vision-systemique-resolution-de-problemes-dynseo-2\/"},"modified":"2026-05-30T07:30:34","modified_gmt":"2026-05-30T05:30:34","slug":"the-hidden-assets-of-dys-collaborators-creativity-systemic-vision-problem-solving-dynseo","status":"publish","type":"post","link":"https:\/\/www.dynseo.com\/en\/the-hidden-assets-of-dys-collaborators-creativity-systemic-vision-problem-solving-dynseo\/","title":{"rendered":"The Hidden Assets of DYS Collaborators: Creativity, Systemic Vision, Problem Solving &#8211; DYNSEO"},"content":{"rendered":"<p>[et_pb_section fb_built=&#8221;1&#8243; admin_label=&#8221;Article HTML&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;0px||0px||false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_row admin_label=&#8221;Contenu&#8221; _builder_version=&#8221;4.16&#8243; 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{display:flex;justify-content:center;gap:10px;flex-wrap:wrap}\n.dbi-art-25aca8 .footer-links a {color:#fff;font-size:12px;font-weight:600;text-decoration:none;padding:6px 16px;border:1px solid rgba(255,255,255,.28);border-radius:50px}<\/p>\n<\/style>\n<div class=\"dbi-art-25aca8\">\n<header class=\"hero\">\n<div class=\"hero-tag\">\ud83d\udd0d Comparison \u00b7 DYS disorders in the workplace \u00b7 Dyslexia at work \u00b7 Neurodiversity<\/div>\n<h1>The hidden strengths of DYS employees: creativity, systemic vision, problem-solving<\/h1>\n<pee class=\"hero-sub\">Dyslexia, dyspraxia, dyscalculia, dysorthographia: these labels define what DYS brains do differently \u2014 not what they cannot do. Behind every difficulty lies a talent often spectacular that your company is still unaware of.<\/pee>\n<\/header>\n<p><main class=\"container\"><\/p>\n<div class=\"intro-box\"><pee>One third of the CAC 40 entrepreneurs are dyslexic. Richard Branson, founder of Virgin, was diagnosed with dyslexia at school and almost never finished his studies. Steve Jobs exhibited marked DYS characteristics. These anecdotes are not remarkable exceptions \u2014 they are the manifestation of a documented neurological phenomenon: brains that process information atypically often develop compensatory skills of extraordinary power in areas such as creativity, holistic thinking, complex problem-solving, and spatial intelligence. In your company, DYS employees carry these same strengths \u2014 and may already be using them without you knowing. This guide offers you a radically different reading of DYS disorders: no longer as disabilities to be compensated for, but as cognitive profiles to be intelligently valued, with the right tools and the right managerial posture.<\/pee><\/div>\n<h2>1. DYS disorders: what are we really talking about?<\/h2>\n<h3>1.1 A broad spectrum, very different profiles<\/h3>\n<pee>The term &#8220;DYS&#8221; encompasses a set of specific learning disorders (SLD, not to be confused with Autism Spectrum Disorder) that share a common characteristic: they do not affect overall intelligence or general cognitive abilities, but create specific difficulties in certain information processing \u2014 reading, writing, calculation, or motor coordination. These disorders have a neurological origin, are present from birth, and persist into adulthood, although many people develop very effective compensatory strategies.<\/pee>\n<pee>It is fundamental to understand that DYS disorders are not diseases, do not disappear with willpower or effort, and do not signify lesser intelligence. A dyslexic employee who makes spelling mistakes in their emails is not lacking rigor \u2014 their brain processes graphic symbols differently, independently of their will. A dyspraxic employee who struggles to write handwritten reports is not lacking organization \u2014 their visuomotor coordination is simply wired differently. This distinction is the basis for adapted management.<\/pee>\n<div class=\"dys-grid\">\n<div class=\"dys-card blue\">\n<div class=\"d-icon\">\ud83d\udcd6<\/div>\n<h5>Dyslexia<\/h5>\n<pee>Specific difficulty in acquiring reading and spelling. Affects 5 to 10% of the population. Often associated with highly developed visual and spatial thinking.<\/pee>\n    <span class=\"d-strengths\">\u2728 Strength: creativity \u00b7 image thinking \u00b7 global vision<\/span>\n  <\/div>\n<div class=\"dys-card teal\">\n<div class=\"d-icon\">\u270b<\/div>\n<h5>Dyspraxia (TDC)<\/h5>\n<pee>Motor coordination disorder affecting writing, gestural and spatial organization. Affects 5 to 7% of the population. Associated with a great capacity for adaptation.<\/pee>\n    <span class=\"d-strengths\">\u2728 Strength: resilience \u00b7 creative problem-solving \u00b7 verbal logic<\/span>\n  <\/div>\n<div class=\"dys-card yellow\">\n<div class=\"d-icon\">\ud83d\udd22<\/div>\n<h5>Dyscalculia<\/h5>\n<pee>Specific difficulty in acquiring numerical concepts and calculation. Affects 3 to 6% of the population. Does not prevent logical or abstract strategic thinking.<\/pee>\n    <span class=\"d-strengths\">\u2728 Strength: qualitative reasoning \u00b7 relational thinking<\/span>\n  <\/div>\n<div class=\"dys-card pink\">\n<div class=\"d-icon\">\u270d\ufe0f<\/div>\n<h5>Dysorthographia<\/h5>\n<pee>Persistent difficulty in acquiring spelling rules. Often associated with dyslexia. Does not impact the quality of thought or the richness of oral vocabulary.<\/pee>\n    <span class=\"d-strengths\">\u2728 Strength: oral expression \u00b7 narrative thinking \u00b7 verbal fluency<\/span>\n  <\/div>\n<\/div>\n<h3>1.2 The numbers in France: a massive and underestimated reality<\/h3>\n<pee>DYS disorders affect between 8 and 15% of the French population according to estimates \u2014 that is, in a company of 300 employees, between 24 and 45 collaborators. The vast majority have never been diagnosed: many have gone through their schooling &#8220;getting by,&#8221; developing workaround strategies that allow them to function properly \u2014 at the cost of often invisible and undervalued cognitive fatigue by their professional surroundings.<\/pee>\n<div class=\"stats-grid\">\n<div class=\"stat-card\">\n    <span class=\"stat-num\">8\u201315 %<\/span><br \/>\n    <span class=\"stat-label\">of the French population has one or more DYS disorders<\/span>\n  <\/div>\n<div class=\"stat-card pink\">\n    <span class=\"stat-num\">1\/3<\/span><br \/>\n    <span class=\"stat-label\">of successful entrepreneurs would be dyslexic according to several Anglo-Saxon studies<\/span>\n  <\/div>\n<div class=\"stat-card teal\">\n    <span class=\"stat-num\">70 %<\/span><br \/>\n    <span class=\"stat-label\">of DYS adults are not officially diagnosed in France<\/span>\n  <\/div>\n<div class=\"stat-card yellow\">\n    <span class=\"stat-num\">+2\u00d7<\/span><br \/>\n    <span class=\"stat-label\">of creativity measured in divergent thinking tests among dyslexic individuals (UCLA studies)<\/span>\n  <\/div>\n<\/div>\n<h3>1.3 The legal framework: rights and obligations<\/h3>\n<pee>DYS disorders are recognized as disabilities under the <strong>law of February 11, 2005<\/strong> when they have a significant impact on professional life \u2014 which entitles one to the <strong>RQTH<\/strong> (Recognition of the Quality of Disabled Worker). This recognition provides access to workplace accommodations funded by the <strong>AGEFIPH<\/strong> or the <strong>FIPHFP<\/strong>: voice dictation software, professional spell checkers, adapted training, adjustment of working hours. DYS collaborators recognized as RQTH count towards the <strong>OETH<\/strong> quota (minimum 6% in companies with more than 20 employees), reducing the annual contribution to AGEFIPH.<\/pee>\n<pee>The <strong>DOETH<\/strong> (Mandatory Declaration of Employment of Disabled Workers) is an increasingly scrutinized CSR and ESG lever. Companies that invest in DYS inclusion \u2014 with documented policies, manager training, and satisfactory OETH employment rates \u2014 benefit from a reputational advantage with investors, clients, and candidates.<\/pee>\n<div class=\"tip-box\"><pee><strong>\ud83d\udca1 To know:<\/strong> AGEFIPH can finance up to 100% of the cost of voice recognition software (like Dragon Naturally Speaking) for a recognized DYS employee with RQTH. These tools literally transform the productivity of a dyslexic or dysorthographic profile \u2014 at no cost to the employer.<\/pee><\/div>\n<h2>2. The 6 major cognitive strengths of DYS employees<\/h2>\n<h3>2.1 Creativity and divergent thinking<\/h3>\n<pee>Research conducted by teams at UCLA (University of California, Los Angeles) has shown that dyslexic individuals score significantly higher than average in divergent thinking tests \u2014 the ability to generate a large number of original solutions from an open problem. This correlation is not accidental: the dyslexic brain, which has learned to bypass the classic pathways of processing written information, develops alternative circuits that foster unexpected connections between concepts and unconventional approaches to problems.<\/pee>\n<pee>In a professional context, this translates into employees who propose solutions that no one else has thought of, who challenge established processes because they approach them &#8220;obliquely,&#8221; and who excel in environments where innovation is valued. The fields of advertising, design, entrepreneurship, and strategy are indeed overrepresented by DYS profiles \u2014 a correlation documented since the 1990s.<\/pee>\n<h3>2.2 Systemic vision and global thinking<\/h3>\n<pee>Where a neurotypical brain processes information sequentially \u2014 letter by letter, word by word, step by step \u2014 the dyslexic brain often develops the ability to &#8220;see&#8221; the entirety of a system or problem at a glance. This global thinking, sometimes called &#8220;big picture thinking,&#8221; is an extraordinarily valued skill in leadership, strategy, systems architecture, or complex project management roles.<\/pee>\n<pee>A dyslexic employee who struggles to read a 50-page report can extract the essential points in 10 minutes and identify strategic issues that others have not seen after 2 hours of careful reading. This is not laziness \u2014 it is a mode of processing information that skips surface details to reach the deep structure directly. In a professional world saturated with information, this ability is a rare asset.<\/pee>\n<h3>2.3 Solving complex and non-linear problems<\/h3>\n<pee>DYS brains excel at solving problems that do not have an obvious and linear solution. Their tendency to explore multiple paths simultaneously, to test unusual hypotheses, and to tolerate ambiguity longer than average gives them a significant advantage in crisis situations, innovation, and exploring new markets. Studies from the British Dyslexia Association show that dyslexic entrepreneurs have a significantly higher tolerance for risk and uncertainty \u2014 a quality directly related to their experience of constant adaptation in the face of non-standard challenges.<\/pee>\n<h3>2.4 Spatial intelligence and thinking in images<\/h3>\n<pee>Many dyslexic profiles develop remarkable spatial and visual intelligence \u2014 the ability to visualize objects in 3D, to represent complex structures in space, to &#8220;see&#8221; visual patterns that others do not perceive. This spatial intelligence is directly valuable in fields such as architecture, engineering, surgery, photography, industrial design, or topography. Renowned neurosurgeons, architects, and aerospace engineers have publicly testified that their dyslexia was the source of their ability to visualize complex three-dimensional spaces with remarkable precision.<\/pee>\n<h3>2.5 Empathy and emotional intelligence<\/h3>\n<pee>An interesting correlation, documented by several studies in developmental psychology, shows that individuals who grew up with a DYS disorder often develop emotional intelligence above average. The explanation is contextual: having navigated throughout life in a school and professional environment designed for other profiles develops an adaptability, an ability to listen to non-verbal signals, and empathy for the difficulties of others, resulting in excellent relational and managerial skills \u2014 when the environment allows them to express these.<\/pee>\n<h3>2.6 Resilience and adaptability<\/h3>\n<pee>A DYS employee who has managed to build a professional career has already proven, every day since childhood, extraordinary resilience and adaptability. These qualities \u2014 perseverance in the face of obstacles, creativity in workaround strategies, the habit of working twice as hard as others to achieve the same results \u2014 are real professional assets, even if they never appear on a CV or standard evaluation grid.<\/pee>\n<p><!-- Talent cards --><\/p>\n<div class=\"talent-grid\">\n<div class=\"talent-card t1\">\n<div class=\"t-icon\">\ud83c\udfa8<\/div>\n<h5>Creativity &#038; divergent thinking<\/h5>\n<pee>Generation of original solutions, unexpected connections between concepts, unconventional approaches to problems.<\/pee>\n  <\/div>\n<div class=\"talent-card t2\">\n<div class=\"t-icon\">\ud83c\udf10<\/div>\n<h5>Systemic vision &#038; big picture<\/h5>\n<pee>Ability to grasp the overall structure of a complex problem by going straight to the point without getting lost in the details.<\/pee>\n  <\/div>\n<div class=\"talent-card t3\">\n<div class=\"t-icon\">\ud83e\udde9<\/div>\n<h5>Complex problem solving<\/h5>\n<pee>Tolerance for ambiguity, multi-path exploration, innovation in situations without obvious solutions.<\/pee>\n  <\/div>\n<div class=\"talent-card t4\">\n<div class=\"t-icon\">\ud83c\udfd7\ufe0f<\/div>\n<h5>Spatial &#038; visual intelligence<\/h5>\n<pee>3D visualization, detection of visual patterns, mental representation of complex structures.<\/pee>\n  <\/div>\n<div class=\"talent-card t5\">\n<div class=\"t-icon\">\u2764\ufe0f<\/div>\n<h5>Emotional intelligence<\/h5>\n<pee>Developed empathy, fine reading of non-verbal signals, relational and managerial skills.<\/pee>\n  <\/div>\n<div class=\"talent-card t6\">\n<div class=\"t-icon\">\ud83d\udcaa<\/div>\n<h5>Resilience &#038; adaptability<\/h5>\n<pee>Ability to overcome obstacles, creative workaround strategies, exceptional perseverance.<\/pee>\n  <\/div>\n<\/div>\n<p><!-- Formation block mid-article --><\/p>\n<div class=\"formation-block\">\n  <img decoding=\"async\" src=\"https:\/\/www.dynseo.com\/wp-content\/uploads\/2026\/03\/Stimuler-et-creer-du-lien-9.png\" alt=\"Training DYS disorders in the workplace \u2014 DYNSEO\"><\/p>\n<div class=\"fb-body\">\n    <span class=\"fb-tag\">\ud83c\udf93 Certified training \u00b7 Qualiopi No. 11757351875<\/span><\/p>\n<h3>DYS disorders in the workplace: identify, adapt, and enhance<\/h3>\n<pee>This online training, 100% remote and at your own pace, allows managers, HR directors, internal trainers, and Disability Mission leaders to understand the different DYS disorders (dyslexia, dyspraxia, dyscalculia, dysorthographia), identify employees affected by them, and implement concrete adaptations that unlock their potential. Qualiopi certified, deployable in multi-employee licenses, fundable via OPCO and skills development plan.<\/pee>\n  <\/div>\n<\/div>\n<div class=\"fb-meta\">\n      <span>\ud83d\udda5\ufe0f 100 % online<\/span><br \/>\n      <span>\u23f1\ufe0f At your own pace<\/span><br \/>\n      <span>\u2705 Qualiopi Certified<\/span><br \/>\n      <span>\ud83d\udc65 Multi-collaborator licenses<\/span><br \/>\n      <span>\ud83d\udcbc Fundable by OPCO<\/span>\n    <\/div>\n<p>    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/dys-disorders-in-the-workplace-identify-adapt-and-value-en\/\" class=\"btn-primary\">Discover the training \u2192<\/a>\n  <\/div>\n<\/div>\n<h2>3. Professions where DYS profiles excel<\/h2>\n<h3>3.1 Creative and innovation professions<\/h3>\n<pee>Advertising, design, architecture, fashion, cinema, video games \u2014 all these sectors are historically overrepresented with DYS profiles. The reason is structural: these fields value exactly what the DYS brain produces naturally. A dyslexic art director who &#8220;sees&#8221; a complete campaign before having written a single word. A dyspraxic architect whose difficulty with technical drawing by hand has no impact on their ability to visualize complex three-dimensional spaces and design innovative buildings. A dyslexic director who thinks of their film in images rather than in a written script.<\/pee>\n<pee>In these sectors, the main adaptation to implement is not to &#8220;compensate&#8221; for a deficit \u2014 it is to remove unnecessary formal obstacles (the obligation to produce impeccable written reports, evaluation based on written documents) to allow the real added value to express itself.<\/pee>\n<h3>3.2 Entrepreneurship and strategic management<\/h3>\n<pee>The overrepresentation of DYS profiles among successful entrepreneurs is one of the best-documented facts in the literature on neurodiversity in business. A study by Julie Logan (Cass Business School, London) showed that 35% of American entrepreneurs identify as dyslexic, compared to 15% of the general population. In France, a similar proportion is observed in surveys of SME and scale-up leaders. This overrepresentation is not anecdotal \u2014 it reflects the match between the demands of entrepreneurship (risk tolerance, unconventional thinking, global vision, resilience in the face of failure) and the cognitive characteristics of DYS profiles.<\/pee>\n<pee>The same phenomenon is observed in strategic leadership positions: DYS profiles often have the ability to quickly identify the essential issues of a complex situation, make decisions in uncertainty, and imagine strategic repositionings that conventional analyses would not have produced.<\/pee>\n<h3>3.3 Technical and engineering professions<\/h3>\n<pee>Spatial intelligence and the visual-global thinking of DYS profiles are direct assets in engineering, mechanics, electronics, surgery, and navigation professions. A dyslexic engineer can &#8220;see&#8221; how a mechanical system works in space even before having read the technical documentation \u2014 and identify flaws in a design that others would not have perceived. Programs from the British Army (Royal Navy) and the aerospace industry have explicitly developed tailored recruitment pathways to attract DYS profiles to technical positions, after measuring their overperformance in navigation and 3D mechanics simulations.<\/pee>\n<h3>3.4 Support and care professions<\/h3>\n<pee>Empathy and emotional intelligence developed by many DYS profiles make them excellent professionals in support roles: coach, therapist, nurse, educator, social worker, trainer. Their personal experience of difference and the struggle to be understood makes them naturally more attentive to the difficulties of others and more creative in finding suitable solutions. Studies in clinical psychology have shown that DYS therapists and coaches achieve significantly higher client satisfaction scores than average \u2014 particularly in the dimensions of listening and empathy.<\/pee>\n<h2>4. How to spot a DYS collaborator: signals and a caring approach<\/h2>\n<h3>4.1 Observable signals in a professional context<\/h3>\n<pee>Most DYS collaborators in companies do not have an official diagnosis. They have developed effective masking strategies that allow them to function \u2014 but at the cost of often invisible cognitive fatigue. An attentive manager can observe certain signals that deserve a caring conversation (never a diagnosis!) and a proposal for support.<\/pee>\n<table class=\"dynseo-table\">\n<thead>\n<tr>\n<th>Observed signal<\/th>\n<th>Possible associated DYS disorder<\/th>\n<th>What it is NOT<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Numerous mistakes in writing despite a high level of education<\/td>\n<td><strong>Dyslexia \u00b7 Dysorthographia<\/strong><\/td>\n<td>Lack of care or rigor<\/td>\n<\/tr>\n<tr>\n<td>Excellent oral fluency but weak written productions<\/td>\n<td><strong>Dyslexia \u00b7 Dysorthographia<\/strong><\/td>\n<td>Laziness or lack of effort<\/td>\n<\/tr>\n<tr>\n<td>Handwriting difficult to read, slow, painful<\/td>\n<td><strong>Dyspraxia (TDC)<\/strong><\/td>\n<td>Negligence or disinterest<\/td>\n<\/tr>\n<tr>\n<td>Difficulties with numerical tables, budgets, dates<\/td>\n<td><strong>Dyscalculia \u00b7 Dyspraxia<\/strong><\/td>\n<td>Poor organization or incompetence<\/td>\n<\/tr>\n<tr>\n<td>Very creative orally, blocked in writing to formalize ideas<\/td>\n<td><strong>Dyslexia \u00b7 Dysorthographia<\/strong><\/td>\n<td>Lack of method or rigor<\/td>\n<\/tr>\n<tr>\n<td>Excellent global vision but difficulties following sequential procedures<\/td>\n<td><strong>Dyslexia \u00b7 Dyspraxia<\/strong><\/td>\n<td>Bad faith or insubordination<\/td>\n<\/tr>\n<tr>\n<td>Unusual cognitive fatigue at the end of a writing-heavy day<\/td>\n<td><strong>All types of DYS<\/strong><\/td>\n<td>Lack of motivation or resilience<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3>4.2 How to start the conversation without stigmatizing<\/h3>\n<pee>Identifying a signal does not authorize diagnosing \u2014 nor labeling. The caring approach consists of creating a secure space for dialogue where the collaborator can express their difficulties without fear of being judged or penalized. The formula is not &#8220;I noticed that you struggle with writing, you might be dyslexic&#8221; \u2014 it is &#8220;I noticed that certain types of tasks seem to cost you a lot of energy, can we talk about it to see if we can help you better?&#8221;<\/pee>\n<pee>This distinction is essential: you are not addressing a diagnosis, you are addressing needs. The training <a href=\"https:\/\/www.dynseo.com\/en\/courses\/dys-disorders-in-the-workplace-identify-adapt-and-value-en\/\">DYS Disorders in Business<\/a> from DYNSEO dedicates a complete module to this approach to the support conversation \u2014 with practical scripts and role-playing scenarios.<\/pee>\n<div class=\"pink-box\"><pee><strong>\u26a0\ufe0f Never do:<\/strong> Never mention a DYS disorder in an evaluation or interview report without the employee having declared it themselves. This would constitute a violation of medical confidentiality and potentially discrimination under the law. The rule is simple: you adapt your practices to the needs, not to the diagnoses.<\/pee><\/div>\n<h2>5. Adapt the work environment to unleash DYS talents<\/h2>\n<h3>5.1 Digital adaptations: simple, effective, low-cost<\/h3>\n<pee>The digital revolution has produced a range of tools that significantly reduce the impact of DYS disorders in the workplace. These tools are often already present in work environments \u2014 they are just little known or underused. The first category is voice dictation: software like Dragon Naturally Speaking or the dictation function integrated into Microsoft Office allows a dyslexic employee to produce quality written texts by dictating aloud, bypassing the bottleneck of graphic encoding. The quality of their thinking and expression is thus liberated \u2014 and the results are often remarkable.<\/pee>\n<pee>The second category is text-to-speech: tools like Natural Reader or the read-aloud function in Word allow a dyslexic employee to absorb written documents by listening rather than reading \u2014 multiplying their processing speed and reducing cognitive fatigue. The third category is advanced spell checking: tools like Antidote or the advanced checker in Word provide dysorthographic employees with a security that frees their concentration from &#8220;watching the spelling&#8221; to dedicate it entirely to the content.<\/pee>\n<h3>5.2 Organizational adaptations<\/h3>\n<pee>Beyond digital tools, several simple organizational adaptations can radically transform the work experience of a DYS employee \u2014 at no significant cost to the company.<\/pee>\n<div class=\"steps\">\n<div class=\"step\">\n<div class=\"step-num\" style=\"counter-increment:none;content:'1'\">1<\/div>\n<div class=\"step-body\">\n<h5>Replace writing with speaking when possible<\/h5>\n<pee>Offer recorded oral reports instead of written ones, oral presentations instead of written reports, reporting meetings instead of complex numerical dashboards.<\/pee>\n    <\/div>\n<\/p><\/div>\n<div class=\"step\">\n<div class=\"step-num\" style=\"counter-increment:none;content:'2'\">2<\/div>\n<div class=\"step-body\">\n<h5>Adapt written materials<\/h5>\n<pee>Sans serif font (Arial, Calibri), minimum size 12pt, line spacing 1.5, slightly colored background (cream or light blue), no justified text. These simple adaptations significantly reduce the cognitive load of reading for a dyslexic profile.<\/pee>\n    <\/div>\n<\/p><\/div>\n<div class=\"step\">\n<div class=\"step-num\" style=\"counter-increment:none;content:'3'\">3<\/div>\n<div class=\"step-body\">\n<h5>Provide extra time<\/h5>\n<pee>For writing tasks, reading dense documents, or producing reports. Not for all tasks \u2014 just those that directly engage the functions affected by the disorder.<\/pee>\n    <\/div>\n<\/p><\/div>\n<div class=\"step\">\n<div class=\"step-num\" style=\"counter-increment:none;content:'4'\">4<\/div>\n<div class=\"step-body\">\n<h5>Value alternative formats<\/h5>\n<pee>Accept mind maps, diagrams, visual presentations as deliverables equivalent to written reports. Often, these formats better reflect the quality of a DYS employee&#8217;s thinking than constrained writing.<\/pee>\n    <\/div>\n<\/p><\/div>\n<div class=\"step\">\n<div class=\"step-num\" style=\"counter-increment:none;content:'5'\">5<\/div>\n<div class=\"step-body\">\n<h5>Inform about RQTH and AGEFIPH rights<\/h5>\n<pee>A DYS employee informed of their rights can access AGEFIPH funding for costly adjustments (specialized software, ergonomic furniture for dyspraxia). This is not a stigmatizing process \u2014 it is a funding opportunity.<\/pee>\n    <\/div>\n<\/p><\/div>\n<\/div>\n<h3>5.3 Adapt evaluation and recruitment processes<\/h3>\n<pee>A classic recruitment interview with a lot of written materials, numerical logic tests, and highly formalized situational assessments systematically filters DYS profiles regardless of their actual skills. Simple adaptations can prevent missing out on these talents: oral tests instead of written ones, practical situational assessments instead of multiple-choice questions, questions provided in advance for candidates who request them, extra time for written tests.<\/pee>\n<pee>The training <a href=\"https:\/\/www.dynseo.com\/en\/courses\/managing-a-neurodivergent-employee-en\/\">Manage a neurodivergent employee<\/a> from DYNSEO covers these recruitment adaptations in a dedicated module \u2014 particularly useful for HR teams.<\/pee>\n<p><!-- Famous DYS people --><\/p>\n<h2>6. DYS talents who changed the world: references that resonate with decision-makers<\/h2>\n<div class=\"famous-grid\">\n<div class=\"famous-card\">\n<div class=\"f-icon\">\u2708\ufe0f<\/div>\n<h5>Richard Branson<\/h5>\n<pee>Founder of Virgin \u00b7 Diagnosed dyslexic \u00b7 Almost dropped out of school at 15<\/pee>\n  <\/div>\n<div class=\"famous-card\">\n<div class=\"f-icon\">\ud83c\udf4e<\/div>\n<h5>Steve Jobs<\/h5>\n<pee>Co-founder of Apple \u00b7 Documented DYS profile \u00b7 Exceptional visual thinking<\/pee>\n  <\/div>\n<div class=\"famous-card\">\n<div class=\"f-icon\">\ud83d\ude80<\/div>\n<h5>Elon Musk<\/h5>\n<pee>Founder of Tesla &#038; SpaceX \u00b7 Dyslexic \u00b7 Exceptional spatial and systemic vision<\/pee>\n  <\/div>\n<div class=\"famous-card\">\n<div class=\"f-icon\">\ud83c\udfac<\/div>\n<h5>Steven Spielberg<\/h5>\n<pee>Director \u00b7 Diagnosed dyslexic at 60 \u00b7 Visual thinking since childhood<\/pee>\n  <\/div>\n<div class=\"famous-card\">\n<div class=\"f-icon\">\ud83c\udfca<\/div>\n<h5>K\u00e9vin Mayer<\/h5>\n<pee>Olympic decathlon champion \u00b7 Dyslexic \u00b7 Exceptional motor and spatial intelligence<\/pee>\n  <\/div>\n<div class=\"famous-card\">\n<div class=\"f-icon\">\ud83c\udfa8<\/div>\n<h5>Pablo Picasso<\/h5>\n<pee>Painter \u00b7 Probably dyslexic \u00b7 Revolutionary visual thinking<\/pee>\n  <\/div>\n<\/div>\n<div class=\"tip-box\"><pee><strong>\ud83d\udca1 For your HR presentations:<\/strong> These examples are powerful arguments in management committees and HR meetings. They concretely illustrate that DYS disorders are not obstacles to professional success \u2014 they are, in the right environments, fuels for excellence. The message to convey: your next strategic recruit may be DYS.<\/pee><\/div>\n<h2>7. The ROI of DYS inclusion: building the business case<\/h2>\n<h3>7.1 Talent retention and turnover reduction<\/h3>\n<pee>A DYS employee who benefits from appropriate accommodations and supportive management develops exceptional loyalty and commitment to their company. The reason is simple: finding a professional environment where their difficulties are understood and compensated, and where their strengths are truly valued, is a rare experience for a DYS profile. According to a study by AFIPPH (French Association for the Professional Integration of Disabled People), RQTH employees have a retention rate that is 12% higher than the corporate average. This differential represents measurable savings on recruitment and training costs.<\/pee>\n<h3>7.2 Innovation and competitive advantage<\/h3>\n<pee>Teams composed exclusively of neurotypical profiles tend to produce convergent solutions \u2014 they optimize well but innovate little. The introduction of DYS profiles into development, marketing, strategy, or R&#038;D teams brings cognitive diversity that fosters the emergence of unconventional solutions. The McKinsey study &#8220;Diversity Wins&#8221; (2020) quantifies this: companies in the top quartile of cognitive diversity show a 36% higher likelihood of financial outperformance. Integrating DYS profiles into your innovation teams is investing in this differential.<\/pee>\n<h3>7.3 Legal compliance and brand image<\/h3>\n<pee>Beyond direct ROI, DYS inclusion is part of an increasingly decisive compliance and reputation strategy. The equality index, DOETH, Diversity and CSR labels, ESG criteria from investors \u2014 all indicators where a documented inclusion policy makes a difference. Major clients are now integrating diversity and inclusion criteria into their provider selection processes. A SME that can document its DYS inclusion policy has a real differentiating argument in these contexts.<\/pee>\n<h2>8. Practical DYNSEO tools for managers and HR<\/h2>\n<div class=\"tools-grid\">\n<div class=\"tool-card\">\n<h5>\ud83d\udcdd Reminder for b\/d p\/q confusions<\/h5>\n<pee>Visual support for dyslexic employees \u2014 frequent graphemic confusions.<\/pee>\n    <a href=\"https:\/\/www.dynseo.com\/en\/our-tools\/memory-aid-confusions-b-d-p-q\/\">Download \u2192<\/a>\n  <\/div>\n<div class=\"tool-card\">\n<h5>\u2705 Spelling proofreading grid<\/h5>\n<pee>Adapted proofreading protocol for dysorthographic employees \u2014 systematic checkpoints.<\/pee>\n    <a href=\"https:\/\/www.dynseo.com\/en\/our-tools\/spell-check-grid\/\">Download \u2192<\/a>\n  <\/div>\n<div class=\"tool-card\">\n<h5>\ud83d\udcc4 Guide to adapting written materials for DYS<\/h5>\n<pee>Transform your documents, presentations, and emails to make them accessible to DYS profiles.<\/pee>\n    <a href=\"https:\/\/www.dynseo.com\/nos-outils\/adaptation-supports-dys\/\">Download \u2192<\/a>\n  <\/div>\n<div class=\"tool-card\">\n<h5>\ud83d\udcbb DYS digital tools checklist<\/h5>\n<pee>Selection of the best software and applications to compensate for DYS difficulties at work.<\/pee>\n    <a href=\"https:\/\/www.dynseo.com\/nos-outils\/outils-numeriques-dys\/\">Download \u2192<\/a>\n  <\/div>\n<div class=\"tool-card\">\n<h5>\ud83d\udd0d DYS adult identification sheet<\/h5>\n<pee>Observable behavioral signals in the workplace to identify a potentially DYS employee.<\/pee>\n    <a href=\"https:\/\/www.dynseo.com\/nos-outils\/fiche-reperage-dys-adulte\/\">Download \u2192<\/a>\n  <\/div>\n<\/div>\n<div class=\"tool-card\">\n<h5>\ud83d\uddc2\ufe0f Complete tool catalog<\/h5>\n<pee>More than 50 practical tools for inclusive management on a daily basis.<\/pee>\n    <a href=\"https:\/\/www.dynseo.com\/en\/our-tools\/\">See all tools \u2192<\/a>\n  <\/div>\n<\/div>\n<h2>9. DYNSEO applications for your employees<\/h2>\n<div class=\"appli-grid\">\n<div class=\"appli-card\">\n<h5>\ud83d\udfe6 CLINT \u2014 Adults<\/h5>\n<pee>Cognitive stimulation for adults \u2014 memory, attention, executive functions. Recommended for DYS employees wishing to strengthen their compensatory strategies.<\/pee>\n    <a href=\"https:\/\/www.dynseo.com\/en\/brain-games-apps\/clint-brain-games-for-adults\/\">Discover CLINT \u2192<\/a>\n  <\/div>\n<div class=\"appli-card\">\n<h5>\ud83d\udfe9 COCO \u2014 Children<\/h5>\n<pee>Fun application for ages 5-10. Useful for employees who are parents of DYS children looking for suitable cognitive support tools.<\/pee>\n    <a href=\"https:\/\/www.dynseo.com\/jeux-de-memoire\/coco-jeux-enfants\/\">Discover COCO \u2192<\/a>\n  <\/div>\n<div class=\"appli-card\">\n<h5>\ud83d\udfe8 SCARLETT \u2014 Seniors<\/h5>\n<pee>Cognitive support for seniors. Suitable for senior DYS employees in a job retention approach.<\/pee>\n    <a href=\"https:\/\/www.dynseo.com\/en\/brain-games-apps\/scarlett-brain-games-for-seniors\/\">Discover SCARLETT \u2192<\/a>\n  <\/div>\n<div class=\"appli-card\">\n<h5>\ud83d\udfe5 MY DICTIONARY<\/h5>\n<pee>Alternative and augmented communication. Can complement the system for DYS profiles with severe written expression difficulties.<\/pee>\n    <a href=\"https:\/\/www.dynseo.com\/mon-dico-une-application-pour-favoriser-la-communication\/\">Discover MY DICTIONARY \u2192<\/a>\n  <\/div>\n<\/div>\n<h2>10. Go further with the DYNSEO B2B training catalog<\/h2>\n<div class=\"formations-links\">\n<div class=\"formation-link\">\n    <span>B2B Training \u00b7 Managers, HR, executives<\/span><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/invisible-disability-what-the-manager-needs-to-know-en\/\">Invisible disability: what the manager needs to know<\/a>\n  <\/div>\n<div class=\"formation-link\">\n    <span>B2B Training \u00b7 Managers, HR, team leaders<\/span><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/managing-a-neurodivergent-employee-en\/\">Managing a neurodivergent employee<\/a>\n  <\/div>\n<div class=\"formation-link\">\n    <span>B2B Training \u00b7 Managers, HR, Disability Mission<\/span><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/courses\/comprendre-lautism-en-milieu-professionnel\/\">Understanding autism in the workplace<\/a>\n  <\/div>\n<div class=\"formation-link\">\n    <span>B2B Training \u00b7 Monitors, ESAT supervisors<\/span><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/working-in-an-esat-understanding-and-adapting-the-work-environment-en\/\">Working in ESAT: adapting the work environment<\/a>\n  <\/div>\n<div class=\"formation-link\">\n    <span>B2B Training \u00b7 Managers, Disability Mission<\/span><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/adhd-at-work-recognizing-and-supporting-en\/\">ADHD at work: recognizing and supporting<\/a>\n  <\/div>\n<\/div>\n<pee style=\"margin-top:16px\">\u2192 <a href=\"https:\/\/www.dynseo.com\/en\/our-training-courses\/\">See the complete DYNSEO training catalog<\/a><\/pee>\n<pee>\u2192 <a href=\"https:\/\/www.dynseo.com\/en\/our-tests\/\">Access DYNSEO cognitive tests<\/a><\/pee>\n<p><\/main><\/p>\n<p><!-- FAQ --><\/p>\n<section class=\"faq-section\">\n<div class=\"container\">\n<h2>\u2753 FAQ \u2014 DYS disorders in the workplace<\/h2>\n<div class=\"faq-item\">\n<h4>1. How to distinguish a DYS disorder from a simple &#8220;poor level&#8221; in spelling or calculation?<\/h4>\n<pee>DYS disorders are distinguished by three characteristics: they are specific (they affect a precise function without impacting general intelligence), persistent (they do not disappear despite effort and training), and contrasted (the employee often shows exceptional abilities in other areas not affected). A &#8220;poor level&#8221; can improve with training \u2014 a DYS disorder does not disappear but can be compensated for with the right tools and accommodations.<\/pee>\n    <\/div>\n<div class=\"faq-item\">\n<h4>2. Can a DYS employee obtain a RQTH?<\/h4>\n<pee>Yes, if their disorder has a significant impact on their professional life. The RQTH is granted by the MDPH (Departmental House for Disabled People) based on a medical file. It entitles the employee to job accommodations funded by AGEFIPH (private sector) or FIPHFP (public sector), and counts the employee in the company&#8217;s OETH quota. The occupational physician can assist with the process.<\/pee>\n    <\/div>\n<div class=\"faq-item\">\n<h4>3. Is the DYS disorders training in the workplace suitable for managers without HR training?<\/h4>\n<pee>Yes, this is precisely its main target. The DYNSEO training is designed to be accessible to any operational manager \u2014 it does not require any prerequisites in psychology or HR. It is organized into short modules (20-30 minutes each), accessible at their own pace, with practical scenarios and directly usable tool sheets. Qualiopi certified, it produces a training certificate valid in your skills assessment.<\/pee>\n    <\/div>\n<div class=\"faq-item\">\n<h4>4. What are the most effective digital tools for dyslexic employees?<\/h4>\n<pee>The most useful in a professional context: Dragon Naturally Speaking (professional voice dictation), Antidote (advanced spell checker), Natural Reader or the read-aloud function of Word (text-to-speech), Mindmeister or XMind (mind mapping to replace linear note-taking), and the &#8220;immersive mode&#8221; feature of Word that adapts the display to reduce visual fatigue. The DYS digital tools checklist from DYNSEO offers a comprehensive and evaluated selection.<\/pee>\n    <\/div>\n<div class=\"faq-item\">\n<h4>5. How to address the issue of DYS disorders in a recruitment interview without falling into discrimination?<\/h4>\n<pee>You cannot ask questions about a candidate&#8217;s health status in an interview \u2014 it is illegal. However, you can propose accommodations in general terms (&#8220;if you need extra time for written tests or a different format, let us know&#8221;) and assess job skills through practical scenarios rather than written tests. The DYS inclusive recruitment checklist from DYNSEO guides you step by step.<\/pee>\n    <\/div>\n<div class=\"faq-item\">\n<h4>6. Are DYS disorders hereditary? Should I take this into account in my HR policy?<\/h4>\n<pee>DYS disorders have a significant genetic basis \u2014 they tend to run in families. This has no direct implication for your HR policy, but explains why employees who are parents of DYS children may be particularly sensitive to this issue and potentially carry an undiagnosed disorder themselves. An inclusive policy that discusses DYS without stigmatizing creates a trusting environment that facilitates open communication.<\/pee>\n    <\/div>\n<div class=\"faq-item\">\n<h4>7. How to include DYS disorders in our DOETH assessment and our CSR reporting?<\/h4>\n<pee>DYS employees recognized with RQTH count directly in your DOETH declaration. For CSR reporting, you can document: the number of employees who benefited from DYS accommodations (even without RQTH), the manager training deployed on neurodiversity, the digital tools made available, and your partnerships with specialized associations. These elements constitute valuable proof of commitment in your non-financial reports.<\/pee>\n    <\/div>\n<div class=\"faq-item\">\n<h4>8. Can DYNSEO training be deployed for an entire managerial team at once?<\/h4>\n<pee>Yes. DYNSEO offers multi-employee licenses allowing the training to be deployed simultaneously to an entire team \u2014 managers, HR directors, disability mission referents, management team. Each learner follows the training at their own pace. The cost per license decreases based on volume. Funding through OPCO as part of the skills development plan generally covers the entire cost. Contact DYNSEO for a personalized quote.<\/pee>\n    <\/div>\n<\/p><\/div>\n<\/section>\n<p><!-- Final CTA --><\/p>\n<div class=\"container\">\n<div class=\"cta-block\">\n<h3>\ud83d\ude80 Reveal the DYS talents of your company<\/h3>\n<pee>The training <strong>DYS Disorders in the Workplace: Identify, Adapt, and Enhance<\/strong> from DYNSEO gives your managers the keys to identify, support, and unlock the extraordinary potential of your DYS employees. Qualiopi certified, fundable by OPCO, deployable in multi-employee licenses.<\/pee>\n<div class=\"btns\">\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/dys-disorders-in-the-workplace-identify-adapt-and-value-en\/\" class=\"btn-white\">Access the training \u2192<\/a><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/our-training-courses\/\" class=\"btn-outline\">View the complete catalog<\/a>\n  <\/div>\n<\/div>\n<\/div>\n<footer>\n  <pee>DYNSEO \u2014 Specialist in cognitive stimulation, neurodiversity, and professional training in health and business \u00b7 Paris 75015 \u00b7 Qualiopi No. 11757351875<\/pee>\n<div class=\"footer-links\">\n    <a href=\"https:\/\/www.dynseo.com\/en\/our-training-courses\/\">Our training<\/a><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/our-tools\/\">Our tools<\/a><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/our-tests\/\">Our tests<\/a><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/brain-games-apps\/clint-brain-games-for-adults\/\">CLINT<\/a><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/\">dynseo.com<\/a>\n  <\/div>\n<\/footer>\n<\/div>\n<p>[\/et_pb_code][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":4,"featured_media":410101,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"[et_pb_section fb_built=\"1\" admin_label=\"Article HTML\" _builder_version=\"4.16\" custom_padding=\"0px||0px||false|false\" global_colors_info=\"{}\"][et_pb_row admin_label=\"Contenu\" _builder_version=\"4.16\" width=\"100%\" max_width=\"100%\" custom_padding=\"0px||0px||false|false\" global_colors_info=\"{}\"][et_pb_column type=\"4_4\" _builder_version=\"4.16\" global_colors_info=\"{}\"][et_pb_code admin_label=\"HTML import\u00e9\" _builder_version=\"4.16\" 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rgba(94,94,215,.08)}\n.dbi-art-25aca8 .appli-card h5 {font-size:13px;font-weight:700;color:var(--blue);margin-bottom:8px}\n.dbi-art-25aca8 .appli-card p {font-size:12px;color:var(--text-light);margin:0 0 10px}\n.dbi-art-25aca8 .appli-card a {font-size:12px;color:var(--blue);font-weight:600}\n.dbi-art-25aca8 .formations-links {display:grid;grid-template-columns:repeat(auto-fit,minmax(260px,1fr));gap:12px;margin:24px 0}\n.dbi-art-25aca8 .formation-link {background:#fff;border-radius:10px;padding:16px 20px;box-shadow:var(--shc);border-left:4px solid var(--blue);display:flex;flex-direction:column;gap:6px}\n.dbi-art-25aca8 .formation-link span {font-size:12px;color:var(--text-light)}\n.dbi-art-25aca8 .formation-link a {font-size:14px;font-weight:700;color:var(--blue-dark)}\n.dbi-art-25aca8 .faq-section {background:var(--light-bg);padding:56px 24px;margin-top:56px}\n.dbi-art-25aca8 .faq-section h2 {color:var(--blue)}\n.dbi-art-25aca8 .faq-item {background:#fff;border-radius:var(--br);padding:26px 30px;margin-bottom:14px;box-shadow:var(--shc)}\n.dbi-art-25aca8 .faq-item h4 {font-size:15px;color:var(--blue);margin-bottom:12px}\n.dbi-art-25aca8 .faq-item p {font-size:14px;margin:0;line-height:1.75}\n.dbi-art-25aca8 footer {background:linear-gradient(135deg,var(--blue),var(--blue-dark));color:#fff;padding:40px 24px;text-align:center}\n.dbi-art-25aca8 footer p {font-size:13px;color:rgba(255,255,255,.78);margin-bottom:16px}\n.dbi-art-25aca8 .footer-links {display:flex;justify-content:center;gap:10px;flex-wrap:wrap}\n.dbi-art-25aca8 .footer-links a {color:#fff;font-size:12px;font-weight:600;text-decoration:none;padding:6px 16px;border:1px solid rgba(255,255,255,.28);border-radius:50px}\n\n<\/style>\n<div class=\"dbi-art-25aca8\">\n<header class=\"hero\">\n  <div class=\"hero-tag\">\ud83d\udd0d Comparison \u00b7 DYS disorders in the workplace \u00b7 Dyslexia at work \u00b7 Neurodiversity<\/div>\n  <h1>The hidden strengths of DYS employees: creativity, systemic vision, problem-solving<\/h1>\n  <p class=\"hero-sub\">Dyslexia, dyspraxia, dyscalculia, dysorthographia: these labels define what DYS brains do differently \u2014 not what they cannot do. Behind every difficulty lies a talent often spectacular that your company is still unaware of.<\/p>\n<\/header>\n\n<main class=\"container\">\n\n<div class=\"intro-box\"><p>One third of the CAC 40 entrepreneurs are dyslexic. Richard Branson, founder of Virgin, was diagnosed with dyslexia at school and almost never finished his studies. Steve Jobs exhibited marked DYS characteristics. These anecdotes are not remarkable exceptions \u2014 they are the manifestation of a documented neurological phenomenon: brains that process information atypically often develop compensatory skills of extraordinary power in areas such as creativity, holistic thinking, complex problem-solving, and spatial intelligence. In your company, DYS employees carry these same strengths \u2014 and may already be using them without you knowing. This guide offers you a radically different reading of DYS disorders: no longer as disabilities to be compensated for, but as cognitive profiles to be intelligently valued, with the right tools and the right managerial posture.<\/p><\/div>\n\n<h2>1. DYS disorders: what are we really talking about?<\/h2>\n\n<h3>1.1 A broad spectrum, very different profiles<\/h3>\n<p>The term \"DYS\" encompasses a set of specific learning disorders (SLD, not to be confused with Autism Spectrum Disorder) that share a common characteristic: they do not affect overall intelligence or general cognitive abilities, but create specific difficulties in certain information processing \u2014 reading, writing, calculation, or motor coordination. These disorders have a neurological origin, are present from birth, and persist into adulthood, although many people develop very effective compensatory strategies.<\/p>\n<p>It is fundamental to understand that DYS disorders are not diseases, do not disappear with willpower or effort, and do not signify lesser intelligence. A dyslexic employee who makes spelling mistakes in their emails is not lacking rigor \u2014 their brain processes graphic symbols differently, independently of their will. A dyspraxic employee who struggles to write handwritten reports is not lacking organization \u2014 their visuomotor coordination is simply wired differently. This distinction is the basis for adapted management.<\/p>\n\n<div class=\"dys-grid\">\n  <div class=\"dys-card blue\">\n    <div class=\"d-icon\">\ud83d\udcd6<\/div>\n    <h5>Dyslexia<\/h5>\n    <p>Specific difficulty in acquiring reading and spelling. Affects 5 to 10% of the population. Often associated with highly developed visual and spatial thinking.<\/p>\n    <span class=\"d-strengths\">\u2728 Strength: creativity \u00b7 image thinking \u00b7 global vision<\/span>\n  <\/div>\n  <div class=\"dys-card teal\">\n    <div class=\"d-icon\">\u270b<\/div>\n    <h5>Dyspraxia (TDC)<\/h5>\n    <p>Motor coordination disorder affecting writing, gestural and spatial organization. Affects 5 to 7% of the population. Associated with a great capacity for adaptation.<\/p>\n    <span class=\"d-strengths\">\u2728 Strength: resilience \u00b7 creative problem-solving \u00b7 verbal logic<\/span>\n  <\/div>\n  <div class=\"dys-card yellow\">\n<div class=\"d-icon\">\ud83d\udd22<\/div>\n    <h5>Dyscalculia<\/h5>\n    <p>Specific difficulty in acquiring numerical concepts and calculation. Affects 3 to 6% of the population. Does not prevent logical or abstract strategic thinking.<\/p>\n    <span class=\"d-strengths\">\u2728 Strength: qualitative reasoning \u00b7 relational thinking<\/span>\n  <\/div>\n  <div class=\"dys-card pink\">\n    <div class=\"d-icon\">\u270d\ufe0f<\/div>\n    <h5>Dysorthographia<\/h5>\n    <p>Persistent difficulty in acquiring spelling rules. Often associated with dyslexia. Does not impact the quality of thought or the richness of oral vocabulary.<\/p>\n    <span class=\"d-strengths\">\u2728 Strength: oral expression \u00b7 narrative thinking \u00b7 verbal fluency<\/span>\n  <\/div>\n<\/div>\n\n<h3>1.2 The numbers in France: a massive and underestimated reality<\/h3>\n<p>DYS disorders affect between 8 and 15% of the French population according to estimates \u2014 that is, in a company of 300 employees, between 24 and 45 collaborators. The vast majority have never been diagnosed: many have gone through their schooling \"getting by,\" developing workaround strategies that allow them to function properly \u2014 at the cost of often invisible and undervalued cognitive fatigue by their professional surroundings.<\/p>\n\n<div class=\"stats-grid\">\n  <div class=\"stat-card\">\n    <span class=\"stat-num\">8\u201315 %<\/span>\n    <span class=\"stat-label\">of the French population has one or more DYS disorders<\/span>\n  <\/div>\n  <div class=\"stat-card pink\">\n    <span class=\"stat-num\">1\/3<\/span>\n    <span class=\"stat-label\">of successful entrepreneurs would be dyslexic according to several Anglo-Saxon studies<\/span>\n  <\/div>\n  <div class=\"stat-card teal\">\n    <span class=\"stat-num\">70 %<\/span>\n    <span class=\"stat-label\">of DYS adults are not officially diagnosed in France<\/span>\n  <\/div>\n  <div class=\"stat-card yellow\">\n    <span class=\"stat-num\">+2\u00d7<\/span>\n    <span class=\"stat-label\">of creativity measured in divergent thinking tests among dyslexic individuals (UCLA studies)<\/span>\n  <\/div>\n<\/div>\n\n<h3>1.3 The legal framework: rights and obligations<\/h3>\n<p>DYS disorders are recognized as disabilities under the <strong>law of February 11, 2005<\/strong> when they have a significant impact on professional life \u2014 which entitles one to the <strong>RQTH<\/strong> (Recognition of the Quality of Disabled Worker). This recognition provides access to workplace accommodations funded by the <strong>AGEFIPH<\/strong> or the <strong>FIPHFP<\/strong>: voice dictation software, professional spell checkers, adapted training, adjustment of working hours. DYS collaborators recognized as RQTH count towards the <strong>OETH<\/strong> quota (minimum 6% in companies with more than 20 employees), reducing the annual contribution to AGEFIPH.<\/p>\n<p>The <strong>DOETH<\/strong> (Mandatory Declaration of Employment of Disabled Workers) is an increasingly scrutinized CSR and ESG lever. Companies that invest in DYS inclusion \u2014 with documented policies, manager training, and satisfactory OETH employment rates \u2014 benefit from a reputational advantage with investors, clients, and candidates.<\/p>\n<div class=\"tip-box\"><p><strong>\ud83d\udca1 To know:<\/strong> AGEFIPH can finance up to 100% of the cost of voice recognition software (like Dragon Naturally Speaking) for a recognized DYS employee with RQTH. These tools literally transform the productivity of a dyslexic or dysorthographic profile \u2014 at no cost to the employer.<\/p><\/div>\n\n<h2>2. The 6 major cognitive strengths of DYS employees<\/h2>\n\n<h3>2.1 Creativity and divergent thinking<\/h3>\n<p>Research conducted by teams at UCLA (University of California, Los Angeles) has shown that dyslexic individuals score significantly higher than average in divergent thinking tests \u2014 the ability to generate a large number of original solutions from an open problem. This correlation is not accidental: the dyslexic brain, which has learned to bypass the classic pathways of processing written information, develops alternative circuits that foster unexpected connections between concepts and unconventional approaches to problems.<\/p>\n<p>In a professional context, this translates into employees who propose solutions that no one else has thought of, who challenge established processes because they approach them \"obliquely,\" and who excel in environments where innovation is valued. The fields of advertising, design, entrepreneurship, and strategy are indeed overrepresented by DYS profiles \u2014 a correlation documented since the 1990s.<\/p>\n\n<h3>2.2 Systemic vision and global thinking<\/h3>\n<p>Where a neurotypical brain processes information sequentially \u2014 letter by letter, word by word, step by step \u2014 the dyslexic brain often develops the ability to \"see\" the entirety of a system or problem at a glance. This global thinking, sometimes called \"big picture thinking,\" is an extraordinarily valued skill in leadership, strategy, systems architecture, or complex project management roles.<\/p>\n<p>A dyslexic employee who struggles to read a 50-page report can extract the essential points in 10 minutes and identify strategic issues that others have not seen after 2 hours of careful reading. This is not laziness \u2014 it is a mode of processing information that skips surface details to reach the deep structure directly. In a professional world saturated with information, this ability is a rare asset.<\/p>\n\n<h3>2.3 Solving complex and non-linear problems<\/h3>\n<p>DYS brains excel at solving problems that do not have an obvious and linear solution. Their tendency to explore multiple paths simultaneously, to test unusual hypotheses, and to tolerate ambiguity longer than average gives them a significant advantage in crisis situations, innovation, and exploring new markets. Studies from the British Dyslexia Association show that dyslexic entrepreneurs have a significantly higher tolerance for risk and uncertainty \u2014 a quality directly related to their experience of constant adaptation in the face of non-standard challenges.<\/p>\n\n<h3>2.4 Spatial intelligence and thinking in images<\/h3>\n<p>Many dyslexic profiles develop remarkable spatial and visual intelligence \u2014 the ability to visualize objects in 3D, to represent complex structures in space, to \"see\" visual patterns that others do not perceive. This spatial intelligence is directly valuable in fields such as architecture, engineering, surgery, photography, industrial design, or topography. Renowned neurosurgeons, architects, and aerospace engineers have publicly testified that their dyslexia was the source of their ability to visualize complex three-dimensional spaces with remarkable precision.<\/p>\n\n<h3>2.5 Empathy and emotional intelligence<\/h3>\n<p>An interesting correlation, documented by several studies in developmental psychology, shows that individuals who grew up with a DYS disorder often develop emotional intelligence above average. The explanation is contextual: having navigated throughout life in a school and professional environment designed for other profiles develops an adaptability, an ability to listen to non-verbal signals, and empathy for the difficulties of others, resulting in excellent relational and managerial skills \u2014 when the environment allows them to express these.<\/p>\n\n<h3>2.6 Resilience and adaptability<\/h3>\n<p>A DYS employee who has managed to build a professional career has already proven, every day since childhood, extraordinary resilience and adaptability. These qualities \u2014 perseverance in the face of obstacles, creativity in workaround strategies, the habit of working twice as hard as others to achieve the same results \u2014 are real professional assets, even if they never appear on a CV or standard evaluation grid.<\/p>\n\n<!-- Talent cards -->\n<div class=\"talent-grid\">\n  <div class=\"talent-card t1\">\n    <div class=\"t-icon\">\ud83c\udfa8<\/div>\n    <h5>Creativity & divergent thinking<\/h5>\n    <p>Generation of original solutions, unexpected connections between concepts, unconventional approaches to problems.<\/p>\n  <\/div>\n  <div class=\"talent-card t2\">\n    <div class=\"t-icon\">\ud83c\udf10<\/div>\n    <h5>Systemic vision & big picture<\/h5>\n    <p>Ability to grasp the overall structure of a complex problem by going straight to the point without getting lost in the details.<\/p>\n  <\/div>\n  <div class=\"talent-card t3\">\n    <div class=\"t-icon\">\ud83e\udde9<\/div>\n    <h5>Complex problem solving<\/h5>\n    <p>Tolerance for ambiguity, multi-path exploration, innovation in situations without obvious solutions.<\/p>\n  <\/div>\n  <div class=\"talent-card t4\">\n    <div class=\"t-icon\">\ud83c\udfd7\ufe0f<\/div>\n    <h5>Spatial & visual intelligence<\/h5>\n    <p>3D visualization, detection of visual patterns, mental representation of complex structures.<\/p>\n  <\/div>\n  <div class=\"talent-card t5\">\n    <div class=\"t-icon\">\u2764\ufe0f<\/div>\n    <h5>Emotional intelligence<\/h5>\n    <p>Developed empathy, fine reading of non-verbal signals, relational and managerial skills.<\/p>\n  <\/div>\n  <div class=\"talent-card t6\">\n    <div class=\"t-icon\">\ud83d\udcaa<\/div>\n    <h5>Resilience & adaptability<\/h5>\n    <p>Ability to overcome obstacles, creative workaround strategies, exceptional perseverance.<\/p>\n  <\/div>\n<\/div>\n\n<!-- Formation block mid-article -->\n<div class=\"formation-block\">\n  <img src=\"https:\/\/www.dynseo.com\/wp-content\/uploads\/2026\/03\/Stimuler-et-creer-du-lien-9.png\" alt=\"Training DYS disorders in the workplace \u2014 DYNSEO\">\n  <div class=\"fb-body\">\n    <span class=\"fb-tag\">\ud83c\udf93 Certified training \u00b7 Qualiopi No. 11757351875<\/span>\n    <h3>DYS disorders in the workplace: identify, adapt, and enhance<\/h3>\n    <p>This online training, 100% remote and at your own pace, allows managers, HR directors, internal trainers, and Disability Mission leaders to understand the different DYS disorders (dyslexia, dyspraxia, dyscalculia, dysorthographia), identify employees affected by them, and implement concrete adaptations that unlock their potential. Qualiopi certified, deployable in multi-employee licenses, fundable via OPCO and skills development plan.<\/p>\n  <\/div>\n<\/div>\n<div class=\"fb-meta\">\n      <span>\ud83d\udda5\ufe0f 100 % online<\/span>\n      <span>\u23f1\ufe0f At your own pace<\/span>\n      <span>\u2705 Qualiopi Certified<\/span>\n      <span>\ud83d\udc65 Multi-collaborator licenses<\/span>\n      <span>\ud83d\udcbc Fundable by OPCO<\/span>\n    <\/div>\n    <a href=\"https:\/\/www.dynseo.com\/courses\/troubles-dys-en-entreprise-reperer-adapter-et-valoriser\/\" class=\"btn-primary\">Discover the training \u2192<\/a>\n  <\/div>\n<\/div>\n\n<h2>3. Professions where DYS profiles excel<\/h2>\n\n<h3>3.1 Creative and innovation professions<\/h3>\n<p>Advertising, design, architecture, fashion, cinema, video games \u2014 all these sectors are historically overrepresented with DYS profiles. The reason is structural: these fields value exactly what the DYS brain produces naturally. A dyslexic art director who \"sees\" a complete campaign before having written a single word. A dyspraxic architect whose difficulty with technical drawing by hand has no impact on their ability to visualize complex three-dimensional spaces and design innovative buildings. A dyslexic director who thinks of their film in images rather than in a written script.<\/p>\n<p>In these sectors, the main adaptation to implement is not to \"compensate\" for a deficit \u2014 it is to remove unnecessary formal obstacles (the obligation to produce impeccable written reports, evaluation based on written documents) to allow the real added value to express itself.<\/p>\n\n<h3>3.2 Entrepreneurship and strategic management<\/h3>\n<p>The overrepresentation of DYS profiles among successful entrepreneurs is one of the best-documented facts in the literature on neurodiversity in business. A study by Julie Logan (Cass Business School, London) showed that 35% of American entrepreneurs identify as dyslexic, compared to 15% of the general population. In France, a similar proportion is observed in surveys of SME and scale-up leaders. This overrepresentation is not anecdotal \u2014 it reflects the match between the demands of entrepreneurship (risk tolerance, unconventional thinking, global vision, resilience in the face of failure) and the cognitive characteristics of DYS profiles.<\/p>\n<p>The same phenomenon is observed in strategic leadership positions: DYS profiles often have the ability to quickly identify the essential issues of a complex situation, make decisions in uncertainty, and imagine strategic repositionings that conventional analyses would not have produced.<\/p>\n\n<h3>3.3 Technical and engineering professions<\/h3>\n<p>Spatial intelligence and the visual-global thinking of DYS profiles are direct assets in engineering, mechanics, electronics, surgery, and navigation professions. A dyslexic engineer can \"see\" how a mechanical system works in space even before having read the technical documentation \u2014 and identify flaws in a design that others would not have perceived. Programs from the British Army (Royal Navy) and the aerospace industry have explicitly developed tailored recruitment pathways to attract DYS profiles to technical positions, after measuring their overperformance in navigation and 3D mechanics simulations.<\/p>\n\n<h3>3.4 Support and care professions<\/h3>\n<p>Empathy and emotional intelligence developed by many DYS profiles make them excellent professionals in support roles: coach, therapist, nurse, educator, social worker, trainer. Their personal experience of difference and the struggle to be understood makes them naturally more attentive to the difficulties of others and more creative in finding suitable solutions. Studies in clinical psychology have shown that DYS therapists and coaches achieve significantly higher client satisfaction scores than average \u2014 particularly in the dimensions of listening and empathy.<\/p>\n\n<h2>4. How to spot a DYS collaborator: signals and a caring approach<\/h2>\n\n<h3>4.1 Observable signals in a professional context<\/h3>\n<p>Most DYS collaborators in companies do not have an official diagnosis. They have developed effective masking strategies that allow them to function \u2014 but at the cost of often invisible cognitive fatigue. An attentive manager can observe certain signals that deserve a caring conversation (never a diagnosis!) and a proposal for support.<\/p>\n\n<table class=\"dynseo-table\">\n  <thead>\n    <tr>\n      <th>Observed signal<\/th>\n      <th>Possible associated DYS disorder<\/th>\n      <th>What it is NOT<\/th>\n    <\/tr>\n  <\/thead>\n  <tbody>\n    <tr>\n      <td>Numerous mistakes in writing despite a high level of education<\/td>\n      <td><strong>Dyslexia \u00b7 Dysorthographia<\/strong><\/td>\n      <td>Lack of care or rigor<\/td>\n    <\/tr>\n    <tr>\n      <td>Excellent oral fluency but weak written productions<\/td>\n      <td><strong>Dyslexia \u00b7 Dysorthographia<\/strong><\/td>\n      <td>Laziness or lack of effort<\/td>\n    <\/tr>\n    <tr>\n      <td>Handwriting difficult to read, slow, painful<\/td>\n      <td><strong>Dyspraxia (TDC)<\/strong><\/td>\n      <td>Negligence or disinterest<\/td>\n    <\/tr>\n    <tr>\n      <td>Difficulties with numerical tables, budgets, dates<\/td>\n      <td><strong>Dyscalculia \u00b7 Dyspraxia<\/strong><\/td>\n      <td>Poor organization or incompetence<\/td>\n    <\/tr>\n    <tr>\n      <td>Very creative orally, blocked in writing to formalize ideas<\/td>\n      <td><strong>Dyslexia \u00b7 Dysorthographia<\/strong><\/td>\n      <td>Lack of method or rigor<\/td>\n    <\/tr>\n    <tr>\n      <td>Excellent global vision but difficulties following sequential procedures<\/td>\n      <td><strong>Dyslexia \u00b7 Dyspraxia<\/strong><\/td>\n      <td>Bad faith or insubordination<\/td>\n    <\/tr>\n    <tr>\n      <td>Unusual cognitive fatigue at the end of a writing-heavy day<\/td>\n      <td><strong>All types of DYS<\/strong><\/td>\n      <td>Lack of motivation or resilience<\/td>\n    <\/tr>\n  <\/tbody>\n<\/table>\n\n<h3>4.2 How to start the conversation without stigmatizing<\/h3>\n<p>Identifying a signal does not authorize diagnosing \u2014 nor labeling. The caring approach consists of creating a secure space for dialogue where the collaborator can express their difficulties without fear of being judged or penalized. The formula is not \"I noticed that you struggle with writing, you might be dyslexic\" \u2014 it is \"I noticed that certain types of tasks seem to cost you a lot of energy, can we talk about it to see if we can help you better?\"<\/p>\n<p>This distinction is essential: you are not addressing a diagnosis, you are addressing needs. The training <a href=\"https:\/\/www.dynseo.com\/courses\/troubles-dys-en-entreprise-reperer-adapter-et-valoriser\/\">DYS Disorders in Business<\/a> from DYNSEO dedicates a complete module to this approach to the support conversation \u2014 with practical scripts and role-playing scenarios.<\/p>\n<div class=\"pink-box\"><p><strong>\u26a0\ufe0f Never do:<\/strong> Never mention a DYS disorder in an evaluation or interview report without the employee having declared it themselves. This would constitute a violation of medical confidentiality and potentially discrimination under the law. The rule is simple: you adapt your practices to the needs, not to the diagnoses.<\/p><\/div>\n\n<h2>5. Adapt the work environment to unleash DYS talents<\/h2>\n\n<h3>5.1 Digital adaptations: simple, effective, low-cost<\/h3>\n<p>The digital revolution has produced a range of tools that significantly reduce the impact of DYS disorders in the workplace. These tools are often already present in work environments \u2014 they are just little known or underused. The first category is voice dictation: software like Dragon Naturally Speaking or the dictation function integrated into Microsoft Office allows a dyslexic employee to produce quality written texts by dictating aloud, bypassing the bottleneck of graphic encoding. The quality of their thinking and expression is thus liberated \u2014 and the results are often remarkable.<\/p>\n<p>The second category is text-to-speech: tools like Natural Reader or the read-aloud function in Word allow a dyslexic employee to absorb written documents by listening rather than reading \u2014 multiplying their processing speed and reducing cognitive fatigue. The third category is advanced spell checking: tools like Antidote or the advanced checker in Word provide dysorthographic employees with a security that frees their concentration from \"watching the spelling\" to dedicate it entirely to the content.<\/p>\n\n<h3>5.2 Organizational adaptations<\/h3>\n<p>Beyond digital tools, several simple organizational adaptations can radically transform the work experience of a DYS employee \u2014 at no significant cost to the company.<\/p>\n\n<div class=\"steps\">\n  <div class=\"step\">\n    <div class=\"step-num\" style=\"counter-increment:none;content:'1'\">1<\/div>\n    <div class=\"step-body\">\n      <h5>Replace writing with speaking when possible<\/h5>\n      <p>Offer recorded oral reports instead of written ones, oral presentations instead of written reports, reporting meetings instead of complex numerical dashboards.<\/p>\n    <\/div>\n  <\/div>\n  <div class=\"step\">\n    <div class=\"step-num\" style=\"counter-increment:none;content:'2'\">2<\/div>\n    <div class=\"step-body\">\n      <h5>Adapt written materials<\/h5>\n      <p>Sans serif font (Arial, Calibri), minimum size 12pt, line spacing 1.5, slightly colored background (cream or light blue), no justified text. These simple adaptations significantly reduce the cognitive load of reading for a dyslexic profile.<\/p>\n    <\/div>\n  <\/div>\n  <div class=\"step\">\n    <div class=\"step-num\" style=\"counter-increment:none;content:'3'\">3<\/div>\n    <div class=\"step-body\">\n      <h5>Provide extra time<\/h5>\n      <p>For writing tasks, reading dense documents, or producing reports. Not for all tasks \u2014 just those that directly engage the functions affected by the disorder.<\/p>\n    <\/div>\n  <\/div>\n  <div class=\"step\">\n    <div class=\"step-num\" style=\"counter-increment:none;content:'4'\">4<\/div>\n    <div class=\"step-body\">\n      <h5>Value alternative formats<\/h5>\n      <p>Accept mind maps, diagrams, visual presentations as deliverables equivalent to written reports. Often, these formats better reflect the quality of a DYS employee's thinking than constrained writing.<\/p>\n    <\/div>\n  <\/div>\n  <div class=\"step\">\n    <div class=\"step-num\" style=\"counter-increment:none;content:'5'\">5<\/div>\n<div class=\"step-body\">\n      <h5>Inform about RQTH and AGEFIPH rights<\/h5>\n      <p>A DYS employee informed of their rights can access AGEFIPH funding for costly adjustments (specialized software, ergonomic furniture for dyspraxia). This is not a stigmatizing process \u2014 it is a funding opportunity.<\/p>\n    <\/div>\n  <\/div>\n<\/div>\n\n<h3>5.3 Adapt evaluation and recruitment processes<\/h3>\n<p>A classic recruitment interview with a lot of written materials, numerical logic tests, and highly formalized situational assessments systematically filters DYS profiles regardless of their actual skills. Simple adaptations can prevent missing out on these talents: oral tests instead of written ones, practical situational assessments instead of multiple-choice questions, questions provided in advance for candidates who request them, extra time for written tests.<\/p>\n<p>The training <a href=\"https:\/\/www.dynseo.com\/courses\/manager-un-collaborateur-neuroatypique\/\">Manage a neurodivergent employee<\/a> from DYNSEO covers these recruitment adaptations in a dedicated module \u2014 particularly useful for HR teams.<\/p>\n\n<!-- Famous DYS people -->\n<h2>6. DYS talents who changed the world: references that resonate with decision-makers<\/h2>\n\n<div class=\"famous-grid\">\n  <div class=\"famous-card\">\n    <div class=\"f-icon\">\u2708\ufe0f<\/div>\n    <h5>Richard Branson<\/h5>\n    <p>Founder of Virgin \u00b7 Diagnosed dyslexic \u00b7 Almost dropped out of school at 15<\/p>\n  <\/div>\n  <div class=\"famous-card\">\n    <div class=\"f-icon\">\ud83c\udf4e<\/div>\n    <h5>Steve Jobs<\/h5>\n    <p>Co-founder of Apple \u00b7 Documented DYS profile \u00b7 Exceptional visual thinking<\/p>\n  <\/div>\n  <div class=\"famous-card\">\n    <div class=\"f-icon\">\ud83d\ude80<\/div>\n    <h5>Elon Musk<\/h5>\n    <p>Founder of Tesla & SpaceX \u00b7 Dyslexic \u00b7 Exceptional spatial and systemic vision<\/p>\n  <\/div>\n  <div class=\"famous-card\">\n    <div class=\"f-icon\">\ud83c\udfac<\/div>\n    <h5>Steven Spielberg<\/h5>\n    <p>Director \u00b7 Diagnosed dyslexic at 60 \u00b7 Visual thinking since childhood<\/p>\n  <\/div>\n  <div class=\"famous-card\">\n    <div class=\"f-icon\">\ud83c\udfca<\/div>\n    <h5>K\u00e9vin Mayer<\/h5>\n    <p>Olympic decathlon champion \u00b7 Dyslexic \u00b7 Exceptional motor and spatial intelligence<\/p>\n  <\/div>\n  <div class=\"famous-card\">\n    <div class=\"f-icon\">\ud83c\udfa8<\/div>\n    <h5>Pablo Picasso<\/h5>\n    <p>Painter \u00b7 Probably dyslexic \u00b7 Revolutionary visual thinking<\/p>\n  <\/div>\n<\/div>\n<div class=\"tip-box\"><p><strong>\ud83d\udca1 For your HR presentations:<\/strong> These examples are powerful arguments in management committees and HR meetings. They concretely illustrate that DYS disorders are not obstacles to professional success \u2014 they are, in the right environments, fuels for excellence. The message to convey: your next strategic recruit may be DYS.<\/p><\/div>\n\n<h2>7. The ROI of DYS inclusion: building the business case<\/h2>\n\n<h3>7.1 Talent retention and turnover reduction<\/h3>\n<p>A DYS employee who benefits from appropriate accommodations and supportive management develops exceptional loyalty and commitment to their company. The reason is simple: finding a professional environment where their difficulties are understood and compensated, and where their strengths are truly valued, is a rare experience for a DYS profile. According to a study by AFIPPH (French Association for the Professional Integration of Disabled People), RQTH employees have a retention rate that is 12% higher than the corporate average. This differential represents measurable savings on recruitment and training costs.<\/p>\n\n<h3>7.2 Innovation and competitive advantage<\/h3>\n<p>Teams composed exclusively of neurotypical profiles tend to produce convergent solutions \u2014 they optimize well but innovate little. The introduction of DYS profiles into development, marketing, strategy, or R&D teams brings cognitive diversity that fosters the emergence of unconventional solutions. The McKinsey study \"Diversity Wins\" (2020) quantifies this: companies in the top quartile of cognitive diversity show a 36% higher likelihood of financial outperformance. Integrating DYS profiles into your innovation teams is investing in this differential.<\/p>\n\n<h3>7.3 Legal compliance and brand image<\/h3>\n<p>Beyond direct ROI, DYS inclusion is part of an increasingly decisive compliance and reputation strategy. The equality index, DOETH, Diversity and CSR labels, ESG criteria from investors \u2014 all indicators where a documented inclusion policy makes a difference. Major clients are now integrating diversity and inclusion criteria into their provider selection processes. A SME that can document its DYS inclusion policy has a real differentiating argument in these contexts.<\/p>\n\n<h2>8. Practical DYNSEO tools for managers and HR<\/h2>\n\n<div class=\"tools-grid\">\n  <div class=\"tool-card\">\n    <h5>\ud83d\udcdd Reminder for b\/d p\/q confusions<\/h5>\n    <p>Visual support for dyslexic employees \u2014 frequent graphemic confusions.<\/p>\n    <a href=\"https:\/\/www.dynseo.com\/nos-outils\/aide-memoire-confusions-b-d-p-q\/\">Download \u2192<\/a>\n  <\/div>\n  <div class=\"tool-card\">\n    <h5>\u2705 Spelling proofreading grid<\/h5>\n    <p>Adapted proofreading protocol for dysorthographic employees \u2014 systematic checkpoints.<\/p>\n    <a href=\"https:\/\/www.dynseo.com\/nos-outils\/grille-de-relecture-orthographique\/\">Download \u2192<\/a>\n  <\/div>\n  <div class=\"tool-card\">\n    <h5>\ud83d\udcc4 Guide to adapting written materials for DYS<\/h5>\n    <p>Transform your documents, presentations, and emails to make them accessible to DYS profiles.<\/p>\n    <a href=\"https:\/\/www.dynseo.com\/nos-outils\/adaptation-supports-dys\/\">Download \u2192<\/a>\n  <\/div>\n  <div class=\"tool-card\">\n    <h5>\ud83d\udcbb DYS digital tools checklist<\/h5>\n    <p>Selection of the best software and applications to compensate for DYS difficulties at work.<\/p>\n    <a href=\"https:\/\/www.dynseo.com\/nos-outils\/outils-numeriques-dys\/\">Download \u2192<\/a>\n  <\/div>\n  <div class=\"tool-card\">\n    <h5>\ud83d\udd0d DYS adult identification sheet<\/h5>\n    <p>Observable behavioral signals in the workplace to identify a potentially DYS employee.<\/p>\n    <a href=\"https:\/\/www.dynseo.com\/nos-outils\/fiche-reperage-dys-adulte\/\">Download \u2192<\/a>\n  <\/div>\n<\/div>\n<div class=\"tool-card\">\n    <h5>\ud83d\uddc2\ufe0f Complete tool catalog<\/h5>\n    <p>More than 50 practical tools for inclusive management on a daily basis.<\/p>\n    <a href=\"https:\/\/www.dynseo.com\/nos-outils\/\">See all tools \u2192<\/a>\n  <\/div>\n<\/div>\n\n<h2>9. DYNSEO applications for your employees<\/h2>\n\n<div class=\"appli-grid\">\n  <div class=\"appli-card\">\n    <h5>\ud83d\udfe6 CLINT \u2014 Adults<\/h5>\n    <p>Cognitive stimulation for adults \u2014 memory, attention, executive functions. Recommended for DYS employees wishing to strengthen their compensatory strategies.<\/p>\n    <a href=\"https:\/\/www.dynseo.com\/en\/brain-games-apps\/clint-brain-games-for-adults\/\">Discover CLINT \u2192<\/a>\n  <\/div>\n  <div class=\"appli-card\">\n    <h5>\ud83d\udfe9 COCO \u2014 Children<\/h5>\n    <p>Fun application for ages 5-10. Useful for employees who are parents of DYS children looking for suitable cognitive support tools.<\/p>\n    <a href=\"https:\/\/www.dynseo.com\/jeux-de-memoire\/coco-jeux-enfants\/\">Discover COCO \u2192<\/a>\n  <\/div>\n  <div class=\"appli-card\">\n    <h5>\ud83d\udfe8 SCARLETT \u2014 Seniors<\/h5>\n    <p>Cognitive support for seniors. Suitable for senior DYS employees in a job retention approach.<\/p>\n    <a href=\"https:\/\/www.dynseo.com\/en\/brain-games-apps\/scarlett-brain-games-for-seniors\/\">Discover SCARLETT \u2192<\/a>\n  <\/div>\n  <div class=\"appli-card\">\n    <h5>\ud83d\udfe5 MY DICTIONARY<\/h5>\n    <p>Alternative and augmented communication. Can complement the system for DYS profiles with severe written expression difficulties.<\/p>\n    <a href=\"https:\/\/www.dynseo.com\/mon-dico-une-application-pour-favoriser-la-communication\/\">Discover MY DICTIONARY \u2192<\/a>\n  <\/div>\n<\/div>\n\n<h2>10. Go further with the DYNSEO B2B training catalog<\/h2>\n\n<div class=\"formations-links\">\n  <div class=\"formation-link\">\n    <span>B2B Training \u00b7 Managers, HR, executives<\/span>\n    <a href=\"https:\/\/www.dynseo.com\/courses\/handicap-invisible-ce-que-le-manager-doit-savoir\/\">Invisible disability: what the manager needs to know<\/a>\n  <\/div>\n  <div class=\"formation-link\">\n    <span>B2B Training \u00b7 Managers, HR, team leaders<\/span>\n    <a href=\"https:\/\/www.dynseo.com\/courses\/manager-un-collaborateur-neuroatypique\/\">Managing a neurodivergent employee<\/a>\n  <\/div>\n  <div class=\"formation-link\">\n    <span>B2B Training \u00b7 Managers, HR, Disability Mission<\/span>\n    <a href=\"https:\/\/www.dynseo.com\/courses\/comprendre-lautism-en-milieu-professionnel\/\">Understanding autism in the workplace<\/a>\n  <\/div>\n  <div class=\"formation-link\">\n    <span>B2B Training \u00b7 Monitors, ESAT supervisors<\/span>\n    <a href=\"https:\/\/www.dynseo.com\/courses\/travailler-en-esat-comprendre-et-adapter-lenvironnement-de-travail\/\">Working in ESAT: adapting the work environment<\/a>\n  <\/div>\n  <div class=\"formation-link\">\n    <span>B2B Training \u00b7 Managers, Disability Mission<\/span>\n    <a href=\"https:\/\/www.dynseo.com\/courses\/tdah-au-travail-reconnaitre-et-accompagner\/\">ADHD at work: recognizing and supporting<\/a>\n  <\/div>\n<\/div>\n<p style=\"margin-top:16px\">\u2192 <a href=\"https:\/\/www.dynseo.com\/nos-formations\/\">See the complete DYNSEO training catalog<\/a><\/p>\n<p>\u2192 <a href=\"https:\/\/www.dynseo.com\/nos-tests\/\">Access DYNSEO cognitive tests<\/a><\/p>\n\n<\/main>\n\n<!-- FAQ -->\n<section class=\"faq-section\">\n  <div class=\"container\">\n    <h2>\u2753 FAQ \u2014 DYS disorders in the workplace<\/h2>\n\n    <div class=\"faq-item\">\n      <h4>1. How to distinguish a DYS disorder from a simple \"poor level\" in spelling or calculation?<\/h4>\n      <p>DYS disorders are distinguished by three characteristics: they are specific (they affect a precise function without impacting general intelligence), persistent (they do not disappear despite effort and training), and contrasted (the employee often shows exceptional abilities in other areas not affected). A \"poor level\" can improve with training \u2014 a DYS disorder does not disappear but can be compensated for with the right tools and accommodations.<\/p>\n    <\/div>\n\n    <div class=\"faq-item\">\n      <h4>2. Can a DYS employee obtain a RQTH?<\/h4>\n      <p>Yes, if their disorder has a significant impact on their professional life. The RQTH is granted by the MDPH (Departmental House for Disabled People) based on a medical file. It entitles the employee to job accommodations funded by AGEFIPH (private sector) or FIPHFP (public sector), and counts the employee in the company's OETH quota. The occupational physician can assist with the process.<\/p>\n    <\/div>\n\n    <div class=\"faq-item\">\n      <h4>3. Is the DYS disorders training in the workplace suitable for managers without HR training?<\/h4>\n      <p>Yes, this is precisely its main target. The DYNSEO training is designed to be accessible to any operational manager \u2014 it does not require any prerequisites in psychology or HR. It is organized into short modules (20-30 minutes each), accessible at their own pace, with practical scenarios and directly usable tool sheets. Qualiopi certified, it produces a training certificate valid in your skills assessment.<\/p>\n    <\/div>\n\n    <div class=\"faq-item\">\n      <h4>4. What are the most effective digital tools for dyslexic employees?<\/h4>\n      <p>The most useful in a professional context: Dragon Naturally Speaking (professional voice dictation), Antidote (advanced spell checker), Natural Reader or the read-aloud function of Word (text-to-speech), Mindmeister or XMind (mind mapping to replace linear note-taking), and the \"immersive mode\" feature of Word that adapts the display to reduce visual fatigue. The DYS digital tools checklist from DYNSEO offers a comprehensive and evaluated selection.<\/p>\n    <\/div>\n\n    <div class=\"faq-item\">\n      <h4>5. How to address the issue of DYS disorders in a recruitment interview without falling into discrimination?<\/h4>\n      <p>You cannot ask questions about a candidate's health status in an interview \u2014 it is illegal. However, you can propose accommodations in general terms (\"if you need extra time for written tests or a different format, let us know\") and assess job skills through practical scenarios rather than written tests. The DYS inclusive recruitment checklist from DYNSEO guides you step by step.<\/p>\n    <\/div>\n\n    <div class=\"faq-item\">\n      <h4>6. Are DYS disorders hereditary? Should I take this into account in my HR policy?<\/h4>\n      <p>DYS disorders have a significant genetic basis \u2014 they tend to run in families. This has no direct implication for your HR policy, but explains why employees who are parents of DYS children may be particularly sensitive to this issue and potentially carry an undiagnosed disorder themselves. An inclusive policy that discusses DYS without stigmatizing creates a trusting environment that facilitates open communication.<\/p>\n    <\/div>\n\n    <div class=\"faq-item\">\n      <h4>7. How to include DYS disorders in our DOETH assessment and our CSR reporting?<\/h4>\n      <p>DYS employees recognized with RQTH count directly in your DOETH declaration. For CSR reporting, you can document: the number of employees who benefited from DYS accommodations (even without RQTH), the manager training deployed on neurodiversity, the digital tools made available, and your partnerships with specialized associations. These elements constitute valuable proof of commitment in your non-financial reports.<\/p>\n    <\/div>\n\n    <div class=\"faq-item\">\n      <h4>8. Can DYNSEO training be deployed for an entire managerial team at once?<\/h4>\n      <p>Yes. DYNSEO offers multi-employee licenses allowing the training to be deployed simultaneously to an entire team \u2014 managers, HR directors, disability mission referents, management team. Each learner follows the training at their own pace. The cost per license decreases based on volume. Funding through OPCO as part of the skills development plan generally covers the entire cost. Contact DYNSEO for a personalized quote.<\/p>\n    <\/div>\n  <\/div>\n<\/section>\n\n<!-- Final CTA -->\n<div class=\"container\">\n<div class=\"cta-block\">\n  <h3>\ud83d\ude80 Reveal the DYS talents of your company<\/h3>\n  <p>The training <strong>DYS Disorders in the Workplace: Identify, Adapt, and Enhance<\/strong> from DYNSEO gives your managers the keys to identify, support, and unlock the extraordinary potential of your DYS employees. Qualiopi certified, fundable by OPCO, deployable in multi-employee licenses.<\/p>\n  <div class=\"btns\">\n    <a href=\"https:\/\/www.dynseo.com\/courses\/troubles-dys-en-entreprise-reperer-adapter-et-valoriser\/\" class=\"btn-white\">Access the training \u2192<\/a>\n    <a href=\"https:\/\/www.dynseo.com\/nos-formations\/\" class=\"btn-outline\">View the complete catalog<\/a>\n  <\/div>\n<\/div>\n<\/div>\n\n<footer>\n  <p>DYNSEO \u2014 Specialist in cognitive stimulation, neurodiversity, and professional training in health and business \u00b7 Paris 75015 \u00b7 Qualiopi No. 11757351875<\/p>\n  <div class=\"footer-links\">\n    <a href=\"https:\/\/www.dynseo.com\/nos-formations\/\">Our training<\/a>\n    <a href=\"https:\/\/www.dynseo.com\/nos-outils\/\">Our tools<\/a>\n    <a href=\"https:\/\/www.dynseo.com\/nos-tests\/\">Our tests<\/a>\n    <a href=\"https:\/\/www.dynseo.com\/en\/brain-games-apps\/clint-brain-games-for-adults\/\">CLINT<\/a>\n    <a href=\"https:\/\/www.dynseo.com\/\">dynseo.com<\/a>\n  <\/div>\n<\/footer>\n<\/div>[\/et_pb_code][\/et_pb_column][\/et_pb_row][\/et_pb_section]","_et_gb_content_width":"","footnotes":""},"categories":[2915],"tags":[],"class_list":["post-679140","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-les-conseils-des-coachs"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>The Hidden Assets of DYS Collaborators: Creativity, Systemic Vision, Problem Solving - DYNSEO - DYNSEO - Educational apps &amp; 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