{"id":709712,"date":"2026-06-20T09:56:39","date_gmt":"2026-06-20T07:56:39","guid":{"rendered":"https:\/\/www.dynseo.com\/troubles-dys-en-entreprise-valoriser-les-forces-et-casser-le-plafond-invisible-dynseo-2\/"},"modified":"2026-06-20T09:58:16","modified_gmt":"2026-06-20T07:58:16","slug":"dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling","status":"publish","type":"post","link":"https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/","title":{"rendered":"DYS Disorders in the Workplace: Valuing Strengths and Breaking the Invisible Ceiling"},"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; width=&#8221;100%&#8221; max_width=&#8221;100%&#8221; custom_padding=&#8221;0px||0px||false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.16&#8243; global_colors_info=&#8221;{}&#8221;][et_pb_code admin_label=&#8221;HTML import\u00e9&#8221; _builder_version=&#8221;4.16&#8243; global_colors_info=&#8221;{}&#8221;]<\/p>\n<style type=\"text\/css\">\n@import url('https:\/\/fonts.googleapis.com\/css2?family=Montserrat:wght@600;700;800&family=Poppins:wght@400;500;600&display=swap');\n        * { margin: 0; padding: 0; box-sizing: border-box; }\n.dbi-art-61043e { font-family: 'Poppins', sans-serif; line-height: 1.8; color: #333; background-color: #f8f9fa; }\n.dbi-art-61043e .container { max-width: 900px; margin: 0 auto; padding: 20px; }\n.dbi-art-61043e .article-header { background: linear-gradient(135deg, #5e5ed7 0%, #5268c9 100%); color: white; padding: 60px 20px; text-align: center; border-radius: 0 0 30px 30px; margin-bottom: 40px; }\n.dbi-art-61043e .article-category { display: inline-block; background: rgba(255,255,255,0.2); padding: 8px 20px; border-radius: 25px; font-size: 0.9rem; margin-bottom: 20px; }\n.dbi-art-61043e .article-header h1 { font-family: 'Montserrat', sans-serif; font-size: 2.3rem; margin-bottom: 20px; }\n.dbi-art-61043e .article-header .subtitle { font-size: 1.1rem; opacity: 0.95; max-width: 700px; margin: 0 auto; }\n.dbi-art-61043e .intro-paragraph { font-size: 1.1rem; color: #555; padding: 30px; background: white; border-radius: 15px; border-left: 5px solid #5e5ed7; margin-bottom: 40px; box-shadow: 0 5px 20px rgba(94,94,215,0.1); }\n.dbi-art-61043e h2 { font-family: 'Montserrat', sans-serif; color: #5e5ed7; font-size: 1.9rem; margin: 50px 0 25px; padding-bottom: 15px; border-bottom: 3px solid #a9e2e4; }\n.dbi-art-61043e h3 { font-family: 'Montserrat', sans-serif; color: #5268c9; font-size: 1.35rem; margin: 35px 0 15px; }\n.dbi-art-61043e p { margin-bottom: 20px; text-align: justify; }\n.dbi-art-61043e .highlight-box { background: linear-gradient(135deg, #a9e2e4 0%, #d0f0f2 100%); padding: 30px; border-radius: 15px; margin: 30px 0; box-shadow: 0 3px 15px rgba(169,226,228,0.3); }\n.dbi-art-61043e .highlight-box h4 { font-family: 'Montserrat', sans-serif; color: #5268c9; margin-bottom: 15px; font-size: 1.2rem; }\n.dbi-art-61043e .tip-box { background: linear-gradient(135deg, #ffeca7 0%, #ffe88a 100%); padding: 25px; border-radius: 15px; margin: 25px 0; }\n.dbi-art-61043e .tip-box h4 { font-family: 'Montserrat', sans-serif; color: #5268c9; margin-bottom: 10px; }\n.dbi-art-61043e .warning-box { background: linear-gradient(135deg, #fde8ee 0%, #fcc8d6 100%); padding: 25px; border-radius: 15px; margin: 25px 0; border-left: 5px solid #e73469; }\n.dbi-art-61043e .warning-box h4 { font-family: 'Montserrat', sans-serif; color: #e73469; margin-bottom: 10px; }\n.dbi-art-61043e .stats-grid { display: grid; grid-template-columns: repeat(3, 1fr); gap: 20px; margin: 30px 0; }\n.dbi-art-61043e .stat-card { background: white; padding: 25px; border-radius: 15px; text-align: center; box-shadow: 0 5px 20px rgba(94,94,215,0.1); }\n.dbi-art-61043e .stat-number { font-family: 'Montserrat', sans-serif; font-size: 2.5rem; font-weight: 800; color: #5e5ed7; display: block; }\n.dbi-art-61043e .stat-label { color: #666; font-size: 0.9rem; margin-top: 8px; }\n.dbi-art-61043e .comparison-table { width: 100%; border-collapse: collapse; margin: 30px 0; border-radius: 15px; overflow: hidden; box-shadow: 0 5px 20px rgba(94,94,215,0.1); }\n.dbi-art-61043e .comparison-table th { background: linear-gradient(135deg, #5e5ed7 0%, #5268c9 100%); color: white; padding: 15px 20px; text-align: left; font-family: 'Montserrat', sans-serif; }\n.dbi-art-61043e .comparison-table td { padding: 14px 20px; border-bottom: 1px solid #f0f0ff; background: white; vertical-align: top; }\n.dbi-art-61043e .comparison-table tr:last-child td { border-bottom: none; }\n.dbi-art-61043e .comparison-table tr:nth-child(even) td { background: #f8f8ff; }\n.dbi-art-61043e .cta-button { display: inline-block; background: linear-gradient(135deg, #5e5ed7 0%, #5268c9 100%); color: white; padding: 14px 32px; border-radius: 30px; text-decoration: none; font-weight: 600; margin-top: 15px; transition: transform 0.3s ease, box-shadow 0.3s ease; }\n.dbi-art-61043e .cta-button:hover { transform: translateY(-3px); box-shadow: 0 8px 25px rgba(94,94,215,0.4); }\n.dbi-art-61043e .method-card { background: white; border-radius: 15px; padding: 28px; margin: 22px 0; box-shadow: 0 5px 20px rgba(94,94,215,0.08); }\n.dbi-art-61043e .method-card.blue { border-left: 4px solid #5e5ed7; }\n.dbi-art-61043e .method-card.teal { border-left: 4px solid #a9e2e4; }\n.dbi-art-61043e .method-card.rose { border-left: 4px solid #e73469; }\n.dbi-art-61043e .method-card.yellow { border-left: 4px solid #ffeca7; border-top: 3px solid #ffeca7; }\n.dbi-art-61043e .method-card h4 { font-family: 'Montserrat', sans-serif; color: #5e5ed7; margin-bottom: 12px; font-size: 1.1rem; }\n.dbi-art-61043e .method-card.teal h4 { color: #5268c9; }\n.dbi-art-61043e .method-card.rose h4 { color: #e73469; }\n.dbi-art-61043e .method-badge { display: inline-block; padding: 4px 12px; border-radius: 20px; font-size: 0.8rem; font-weight: 600; margin-bottom: 12px; }\n.dbi-art-61043e .badge-blue { background: #f0f0ff; color: #5e5ed7; }\n.dbi-art-61043e .badge-green { background: #e0f7f8; color: #5268c9; }\n.dbi-art-61043e .badge-rose { background: #fde8ee; color: #e73469; }\n.dbi-art-61043e .badge-yellow { background: #fff8dc; color: #8a6d00; }\n.dbi-art-61043e .checklist { background: white; padding: 30px; border-radius: 15px; box-shadow: 0 5px 20px rgba(94,94,215,0.1); margin: 25px 0; }\n.dbi-art-61043e .checklist h4 { font-family: 'Montserrat', sans-serif; color: #5e5ed7; margin-bottom: 20px; }\n.dbi-art-61043e .checklist ul { list-style: none; padding: 0; }\n.dbi-art-61043e .checklist li { padding: 10px 0; border-bottom: 1px solid #f0f0ff; padding-left: 35px; position: relative; }\n.dbi-art-61043e .checklist li::before { content: '\u2714'; position: absolute; left: 0; color: #5e5ed7; font-weight: bold; }\n.dbi-art-61043e .checklist li:last-child { border-bottom: none; }\n.dbi-art-61043e .quote-box { background: #f0f0ff; border-left: 4px solid #5e5ed7; padding: 25px; margin: 30px 0; border-radius: 0 15px 15px 0; }\n.dbi-art-61043e .quote-box p { font-style: italic; color: #5268c9; margin-bottom: 10px; }\n.dbi-art-61043e .quote-box .author { font-weight: 600; color: #5e5ed7; font-style: normal; font-size: 0.9rem; }\n.dbi-art-61043e .benefits-grid { display: grid; grid-template-columns: repeat(2, 1fr); gap: 20px; margin: 30px 0; }\n.dbi-art-61043e .benefit-card { background: white; padding: 25px; border-radius: 15px; box-shadow: 0 5px 20px rgba(94,94,215,0.08); text-align: center; }\n.dbi-art-61043e .benefit-icon { font-size: 2.5rem; margin-bottom: 12px; }\n.dbi-art-61043e .benefit-card h4 { font-family: 'Montserrat', sans-serif; color: #5e5ed7; margin-bottom: 8px; font-size: 1rem; }\n.dbi-art-61043e .benefit-card p { font-size: 0.9rem; color: #666; text-align: center; margin: 0; }\n.dbi-art-61043e .faq-section { margin: 40px 0; }\n.dbi-art-61043e .faq-item { background: white; border-radius: 15px; padding: 25px 30px; margin: 15px 0; box-shadow: 0 3px 15px rgba(94,94,215,0.08); border-left: 4px solid #a9e2e4; }\n.dbi-art-61043e .faq-item h4 { font-family: 'Montserrat', sans-serif; color: #5e5ed7; margin-bottom: 12px; font-size: 1.05rem; }\n.dbi-art-61043e .faq-item p { margin: 0; color: #555; }\n.dbi-art-61043e .conclusion { background: linear-gradient(135deg, #f5f7fa 0%, #e8e8ff 100%); padding: 40px; border-radius: 20px; margin-top: 50px; }\n.dbi-art-61043e .conclusion h2 { border-bottom: none; margin-top: 0; }\n.dbi-art-61043e .article-footer { text-align: center; padding: 50px 20px; background: linear-gradient(135deg, #5e5ed7 0%, #5268c9 100%); color: white; border-radius: 30px 30px 0 0; margin-top: 60px; }\n.dbi-art-61043e .article-footer h3 { font-family: 'Montserrat', sans-serif; color: white; margin-bottom: 20px; }\n.dbi-art-61043e .article-footer a { color: #ffeca7; text-decoration: none; font-weight: 600; }\n.dbi-art-61043e .footer-links { display: flex; gap: 20px; justify-content: center; flex-wrap: wrap; margin-top: 15px; }\n.dbi-art-61043e .formation-cta-box { background: linear-gradient(135deg, #5e5ed7 0%, #5268c9 100%); border-radius: 20px; padding: 40px; margin: 40px 0; text-align: center; color: white; position: relative; overflow: hidden; }\n.dbi-art-61043e .formation-cta-box h3 { font-family: 'Montserrat', sans-serif; color: white; font-size: 1.5rem; margin-bottom: 15px; }\n.dbi-art-61043e .formation-cta-box p { color: rgba(255,255,255,0.9); margin-bottom: 20px; text-align: center; }\n.dbi-art-61043e .formation-cta-box .cta-button { background: white; color: #5e5ed7; font-weight: 700; }\n.dbi-art-61043e a { color: #5e5ed7; }\n@media (max-width: 768px) {\n.dbi-art-61043e .article-header h1 { font-size: 1.8rem; }\n.dbi-art-61043e .stats-grid { grid-template-columns: 1fr; }\n.dbi-art-61043e .benefits-grid { grid-template-columns: 1fr; }\n.dbi-art-61043e .article-header { padding: 40px 15px; }\n.dbi-art-61043e .container { padding: 15px; }\n.dbi-art-61043e h2 { font-size: 1.5rem; }\n.dbi-art-61043e .comparison-table { font-size: 0.9rem; }\n}<\/p>\n<\/style>\n<div class=\"dbi-art-61043e\">\n<article>\n<header class=\"article-header\">\n<div class=\"article-category\">\ud83d\ude80 Inclusion DYS &amp; Performance RH<\/div>\n<h1>DYS disorders in the workplace: valuing strengths and breaking the invisible ceiling<\/h1>\n<pee class=\"subtitle\">Why DYS profiles are under-promoted despite excellent results, how to correct evaluation biases, redistribute roles, and build an HR policy that actively values these profiles.<\/pee>\n<\/header>\n<div class=\"container\">\n<div class=\"intro-paragraph\">\n        They read slowly, make spelling mistakes, struggle with spreadsheets, or lose their documents. But they see what others do not see, find solutions when everyone is stuck, and understand complex systems at a glance. DYS employees are often among the most creative, resilient, and valuable in their teams \u2014 and among the least well evaluated, least promoted, and most often pushed out. This guide explores why this invisible ceiling exists, how to break it, and how to build an HR policy that transforms DYS neurodiversity into a competitive advantage.\n    <\/div>\n<div class=\"stats-grid\">\n<div class=\"stat-card\">\n            <span class=\"stat-number\">10 %<\/span><\/p>\n<div class=\"stat-label\">of the population is DYS \u2014 a massively underutilized talent pool in French companies<\/div>\n<\/p><\/div>\n<div class=\"stat-card\">\n            <span class=\"stat-number\">35 %<\/span><\/p>\n<div class=\"stat-label\">of successful entrepreneurs are dyslexic according to several studies \u2014 a significant overrepresentation<\/div>\n<\/p><\/div>\n<div class=\"stat-card\">\n            <span class=\"stat-number\">+25 %<\/span><\/p>\n<div class=\"stat-label\">of skills in solving complex problems in teams including well-supported DYS profiles<\/div>\n<\/p><\/div>\n<\/p><\/div>\n<h2>What DYS profiles do better: documented cognitive strengths<\/h2>\n<pee>Research in neuropsychology has gradually documented a remarkable phenomenon: the DYS brain, which cannot automate certain tasks of symbolic processing (letters, numbers, sequences), compensates by developing other abilities often above average in their field. These strengths are not consolation prizes \u2014 they are real, measurable cognitive skills that are valuable in many professional contexts.<\/pee>\n<div class=\"method-card blue\">\n<div class=\"method-badge badge-blue\">\ud83c\udfa8 Strength 1<\/div>\n<h4>Thinking in images and three-dimensional structures<\/h4>\n<pee>The DYS brain preferentially processes information in visual and spatial representations rather than in verbal sequences. This way of thinking generates the ability to visualize complex structures, mentally manipulate objects and systems in space, and perceive shapes and patterns that sequential brains do not &#8220;see&#8221; spontaneously. This is a valuable strength in architecture, design, engineering, surgery, and any form of spatial or systemic problem-solving.<\/pee>\n    <\/div>\n<div class=\"method-card teal\">\n<div class=\"method-badge badge-green\">\ud83d\udd2d Strength 2<\/div>\n<h4>Global vision and systemic thinking<\/h4>\n<pee>Where a sequential brain processes information element by element, the DYS brain tends to perceive overall structures \u2014 patterns, connections between elements, long-term systemic implications. This natural &#8220;helicopter view&#8221; is exceptionally valuable in strategic functions, complex project management, innovation, and decision-making in complex systems.<\/pee>\n    <\/div>\n<div class=\"method-card yellow\">\n<div class=\"method-badge badge-yellow\">\ud83d\udca1 Strength 3<\/div>\n<h4>Divergent creativity and alternative solutions<\/h4>\n<pee>Years of having to find workarounds for difficulties develop a rare functional creativity \u2014 the ability to find unconventional solutions, to think &#8220;outside the box&#8221; naturally, to connect seemingly unrelated concepts. In companies that value innovation and adaptability, this divergent creativity is a valuable asset.<\/pee>\n    <\/div>\n<div class=\"method-card rose\">\n<div class=\"method-badge badge-rose\">\ud83d\udcaa Strength 4<\/div>\n<h4>Resilience and emotional intelligence<\/h4>\n<pee>The experience of navigating from childhood in a world designed for other brains develops exceptional resilience, the ability to persevere in the face of obstacles, and fine empathy towards people struggling in unsuitable environments. These qualities are valuable in management, human resources, client relations, and inclusive leadership roles.<\/pee>\n    <\/div>\n<h2>Why DYS individuals are often under-promoted despite excellent operational results<\/h2>\n<pee>The DYS glass ceiling is not a phenomenon of intentional discrimination \u2014 it is the cumulative result of systemic biases in evaluation, promotion, and professional valuation processes. These biases are rarely conscious, but their effect is real and measurable.<\/pee>\n<h3>Biases in evaluations and interviews<\/h3>\n<div class=\"method-card blue\">\n<div class=\"method-badge badge-blue\">\u26a0\ufe0f Bias 1<\/div>\n<h4>The negative halo effect of spelling<\/h4>\n<pee>Studies in work psychology show that evaluators spontaneously attribute less competence to individuals whose writings contain spelling mistakes \u2014 regardless of the quality of the content. For a dysorthographic employee, this bias can generate years of under-evaluation despite excellent operational performance. The correction: explicitly separate the evaluation of spelling quality from the evaluation of actual professional skills.<\/pee>\n    <\/div>\n<div class=\"method-card teal\">\n<div class=\"method-badge badge-green\">\u26a0\ufe0f Bias 2<\/div>\n<h4>The valuation of formal presentation skills<\/h4>\n<pee>In many companies, presentation skills (the ability to write structured reports, build formal presentations, produce neat meeting minutes) are valued in promotions, sometimes as much as operational results themselves. These skills structurally disadvantage DYS profiles \u2014 who often produce excellent results but struggle with conventional forms of reporting.<\/pee>\n    <\/div>\n<div class=\"method-card yellow\">\n<div class=\"method-badge badge-yellow\">\u26a0\ufe0f Bias 3<\/div>\n<h4>Timed tests and assessments<\/h4>\n<pee>Recruitment tests and promotion assessments often include components of rapid reading, processing numerical data, or timed written responses \u2014 formats that measure fluency of automated processing rather than high-level cognitive skills. A DYS profile may excel in an assessment under adapted conditions and achieve a mediocre result under standard conditions.<\/pee>\n    <\/div>\n<div class=\"method-card rose\">\n<div class=\"method-badge badge-rose\">\u26a0\ufe0f Bias 4<\/div>\n<h4>The culture of &#8220;polish&#8221;<\/h4>\n<pee>In some corporate cultures, &#8220;neat presentation&#8221; \u2014 perfectly formatted slides, error-free emails, visually impeccable documents \u2014 is a signal of seriousness and competence. DYS employees who cannot maintain this level of formal polish without disproportionate effort are perceived as &#8220;less serious&#8221; \u2014 even when their substantive work is excellent.<\/pee>\n    <\/div>\n<h2>How to redistribute roles in a team to leverage DYS strengths<\/h2>\n<pee>A manager who understands the strengths and difficulties of DYS profiles can organize their team to maximize each person&#8217;s contribution \u2014 by assigning tasks that correspond to each profile&#8217;s strengths, rather than imposing a uniform way of working.<\/pee>\n<table class=\"comparison-table\">\n<thead>\n<tr>\n<th>DYS Profile<\/th>\n<th>Preferred Tasks<\/th>\n<th>Avoid or Adapt Tasks<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><strong>Dyslexic \/ Dysorthographic<\/strong><\/td>\n<td>Oral presentation, client relations, creative design, strategic vision, interpersonal communication<\/td>\n<td>Long formal writing, document proofreading, written reports \u2014 to be adapted with tools<\/td>\n<\/tr>\n<tr>\n<td><strong>Dyscalculic<\/strong><\/td>\n<td>Verbal and conceptual analysis, team management, client relations, qualitative marketing, communication<\/td>\n<td>Manual budget management, numerical analyses without tools \u2014 to be equipped with calculators, automated spreadsheets, cross-checking<\/td>\n<\/tr>\n<tr>\n<td><strong>Dyspraxic<\/strong><\/td>\n<td>Strategic vision, complex thinking, verbal communication, management, consulting<\/td>\n<td>Physical document management, presentations involving object manipulation, orientation in new spaces \u2014 to be adapted with digital tools<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<div class=\"tip-box\">\n<h4>\ud83d\udca1 Strength-based management: a winning approach<\/h4>\n<pee>The classic management approach tends to identify gaps and work to correct them. The strength-based approach (popularized by Gallup with StrengthsFinder) starts from the opposite observation: people who use their strengths daily are twice as engaged and significantly more productive. For DYS profiles, this approach is particularly relevant \u2014 organizing tasks around their specific strengths generates exceptional results, whereas trying to correct their difficulties leads to exhaustion and frustration.<\/pee>\n    <\/div>\n<h2>Famous DYS leaders and entrepreneurs \u2014 and what their journeys teach us<\/h2>\n<pee>The list of well-known personalities with dyslexia or DYS disorders is long \u2014 and instructive. Richard Branson (Virgin), founder of an empire and entrepreneurial visionary, severely dyslexic. Steven Spielberg, undiagnosed dyslexic for most of his career. Agatha Christie, notorious dysorthographic who dictated her novels rather than writing them. Leonardo da Vinci, whose mirror writing suggests dyslexia. Thomas Edison, whose school difficulties related to dyslexia almost led to his exclusion from the educational system.<\/pee>\n<pee>It is no coincidence that so many creatives, entrepreneurs, and innovators have DYS profiles. The qualities that accompany these profiles \u2014 visual thinking, global vision, divergent creativity, resilience \u2014 are precisely the qualities that allow them to see what others do not see, solve problems that others abandon, and build what others cannot imagine.<\/pee>\n<div class=\"quote-box\">\n        <pee>&#8220;My dyslexia has always forced me to find different ways to think about problems. I couldn&#8217;t read quickly, so I learned to listen. I couldn&#8217;t memorize sequences, so I learned to see structures. These &#8216;flaws&#8217; turned out to be my greatest strengths.&#8221;<\/pee>\n<div class=\"author\">\u2014 Adapted from testimonials of DYS leaders in a professional context<\/div>\n<\/p><\/div>\n<h2>What DYS inclusion brings to the team and the company<\/h2>\n<div class=\"benefits-grid\">\n<div class=\"benefit-card\">\n<div class=\"benefit-icon\">\ud83d\udca1<\/div>\n<h4>More innovation<\/h4>\n<pee>Teams that include well-supported DYS profiles generate more innovative solutions \u2014 DYS divergent thinking complements neurotypical sequential thinking.<\/pee>\n        <\/div>\n<div class=\"benefit-card\">\n<div class=\"benefit-icon\">\ud83d\udd0d<\/div>\n<h4>Better problem-solving<\/h4>\n<pee>The global vision and ability to connect unrelated elements allow DYS profiles to &#8220;see&#8221; solutions that sequential approaches miss.<\/pee>\n        <\/div>\n<div class=\"benefit-card\">\n<div class=\"benefit-icon\">\ud83c\udf0d<\/div>\n<h4>Enhanced employer branding<\/h4>\n<pee>Active inclusion policies attract Generation Z candidates sensitive to DEI issues \u2014 and improve retention of employees who feel valued.<\/pee>\n        <\/div>\n<div class=\"benefit-card\">\n<div class=\"benefit-icon\">\ud83e\udd1d<\/div>\n<h4>Improved management culture<\/h4>\n<pee>Adapting management to DYS profiles develops managerial skills \u2014 clear communication, direct feedback, individualization \u2014 that benefit the entire team.<\/pee>\n        <\/div>\n<\/p><\/div>\n<h2>How to build an HR policy that actively values DYS profiles<\/h2>\n<div class=\"checklist\">\n<h4>\u2705 The 8 elements of an inclusive HR policy for DYS profiles<\/h4>\n<ul>\n<li><strong>Review evaluation criteria:<\/strong> explicitly distinguish the evaluation of professional skills from the evaluation of spelling quality or reading speed<\/li>\n<li><strong>Adapt recruitment processes:<\/strong> offer alternatives to timed tests, allow the use of tools, assess substantive skills in both oral and written formats<\/li>\n<li><strong>Train managers on DYS biases:<\/strong> evaluation biases related to spelling and formal presentation are invisible without training \u2014 DYNSEO training makes them visible and actionable<\/li>\n<li><strong>Create a tool-equipped environment:<\/strong> adapted fonts in shared templates, advanced spell checkers available to all, voice dictation accepted, alternative delivery formats<\/li>\n<li><strong>Identify and communicate available resources:<\/strong> occupational physician, disability referent, AGEFIPH, Cap Emploi \u2014 ensure all employees are aware of these resources<\/li>\n<li><strong>Integrate DYS neurodiversity into the DEI policy:<\/strong> alongside gender, origin, and visible disability, DYS disorders deserve an explicit place in the company&#8217;s inclusion commitments<\/li>\n<li><strong>Value deliverables on substance:<\/strong> create a culture where content and results take precedence over form \u2014 and communicate this explicitly<\/li>\n<li><strong>Develop career paths based on strengths:<\/strong> identify tasks and positions that correspond to the specific strengths of DYS profiles, and actively propose them<\/li>\n<\/ul><\/div>\n<div class=\"formation-cta-box\">\n<h3>\ud83c\udf93 Train your teams to value DYS profiles<\/h3>\n<pee>The training <strong>DYS disorders in the workplace: identifying, adapting, and valuing<\/strong> from DYNSEO provides managers with the tools to go beyond support \u2014 to active valuation. Online, Qualiopi certified.<\/pee>\n        <a href=\"https:\/\/www.dynseo.com\/produit\/troubles-dys-en-entreprise-reperer-adapter-et-valoriser\/\" target=\"_blank\" class=\"cta-button\">Access the training \u2192<\/a>\n    <\/div>\n<h3>The complete DYNSEO inclusion training pathway<\/h3>\n<pee>The DYS training is part of a comprehensive ecosystem of training on neurodiversity in the workplace. For a transversal view: <a href=\"https:\/\/www.dynseo.com\/en\/courses\/managing-a-neurodivergent-employee-en\/\" target=\"_blank\"><strong>Managing a neuroatypical employee<\/strong><\/a>. For specific profiles: <a href=\"https:\/\/www.dynseo.com\/courses\/comprendre-lautism-en-milieu-professionnel\/\" target=\"_blank\">autism<\/a>, <a href=\"https:\/\/www.dynseo.com\/en\/courses\/adhd-at-work-recognizing-and-supporting-en\/\" target=\"_blank\">ADHD<\/a>, <a href=\"https:\/\/www.dynseo.com\/en\/courses\/invisible-disability-what-the-manager-needs-to-know-en\/\" target=\"_blank\">invisible disability<\/a>. Find the complete list on the <a href=\"https:\/\/www.dynseo.com\/en\/business-inclusion-training\/\" target=\"_blank\"><strong>DYNSEO corporate inclusion training page<\/strong><\/a>.<\/pee>\n<h2>FAQ \u2014 Frequently asked questions about valuing DYS profiles in the workplace<\/h2>\n<\/div>\n<\/article>\n<\/div>\n<div class=\"faq-section\">\n<div class=\"faq-item\">\n<h4>How to identify DYS strengths without asking an employee to reveal their diagnosis?<\/h4>\n<pee>By observing performance patterns: identify where the employee excels markedly (creativity, global vision, oral communication, solving complex problems) and organize their tasks primarily around these strengths. The cognitive strengths of DYS profiles are visible without a diagnosis \u2014 it is their combination with specific difficulties on other tasks that can guide the reflection.<\/pee>\n        <\/div>\n<div class=\"faq-item\">\n<h4>Should I inform a DYS employee that we will adapt their tasks?<\/h4>\n<pee>Not necessarily from the DYS angle. You can simply organize the tasks around the observed strengths \u2014 &#8220;I assigned you the client presentation because you are excellent at oral communication and your strategic vision is highly valued.&#8221; This is strength-based management, applicable to any employee, without requiring a diagnosis revelation.<\/pee>\n        <\/div>\n<div class=\"faq-item\">\n<h4>How to convince my management to review evaluation criteria to include DYS profiles?<\/h4>\n<pee>The economic argument is often the most effective: the cost of replacing a competent employee is estimated to be between 6 and 12 months of salary. Evaluation biases that undervalue DYS profiles generate either avoidable departures or underutilization of real skills. Reviewing evaluation criteria is an investment, not a concession.<\/pee>\n        <\/div>\n<div class=\"faq-item\">\n<h4>Do large companies already have active DYS policies?<\/h4>\n<pee>Yes, and they are developing. Some companies like Unilever, KPMG, or BNP Paribas have integrated DYS disorders into their neurodiversity programs \u2014 with adapted recruitment processes, training for managers, and inclusive work environments. These initiatives are still in the minority, but they are multiplying as data on the performance of diverse teams accumulates.<\/pee>\n        <\/div>\n<div class=\"faq-item\">\n<h4>Does DYNSEO training provide a label or certification for inclusive DYS companies?<\/h4>\n<pee>The training certifies the individual skills of managers (Qualiopi certification). For a company certification, specific procedures exist \u2014 such as the GESAT label or the DiversiTY label. DYNSEO training is a building block of the inclusion policy, not a company certification in itself.<\/pee>\n        <\/div>\n<\/p><\/div>\n<div class=\"conclusion\">\n<h2>Conclusion: the invisible ceiling is broken by management<\/h2>\n<pee>The invisible ceiling that blocks the careers of DYS profiles is not a fatality \u2014 it is the result of systemic biases that trained managers and adapted HR policies can correct. Companies that break it are not doing charity: they are gaining a real competitive advantage by accessing rare cognitive talents that their competitors continue to underutilize.<\/pee>\n        <pee>Valuing the strengths of DYS profiles starts with seeing them \u2014 then organizing tasks, evaluations, and career paths for them to express themselves. DYNSEO training on DYS disorders is the starting point for this transformation \u2014 accessible, certifying, and immediately applicable.<\/pee>\n        <pee>Find the entire <a href=\"https:\/\/www.dynseo.com\/en\/business-inclusion-training\/\" target=\"_blank\">DYNSEO corporate inclusion training catalog<\/a>.<\/pee>\n    <\/div>\n<\/div>\n<footer class=\"article-footer\">\n<h3>DYNSEO Training \u2014 Inclusion &amp; Neurodiversity in the Workplace<\/h3>\n<div class=\"footer-links\">\n        <a href=\"https:\/\/www.dynseo.com\/produit\/troubles-dys-en-entreprise-reperer-adapter-et-valoriser\/\" target=\"_blank\">DYS Disorders Training<\/a><br \/>\n        <a href=\"https:\/\/www.dynseo.com\/courses\/comprendre-lautism-en-milieu-professionnel\/\" target=\"_blank\">Professional Autism<\/a><br \/>\n        <a href=\"https:\/\/www.dynseo.com\/en\/courses\/adhd-at-work-recognizing-and-supporting-en\/\" target=\"_blank\">ADHD at Work<\/a><br \/>\n        <a href=\"https:\/\/www.dynseo.com\/en\/courses\/managing-a-neurodivergent-employee-en\/\" target=\"_blank\">Neuroatypical Management<\/a><br \/>\n        <a href=\"https:\/\/www.dynseo.com\/en\/courses\/invisible-disability-what-the-manager-needs-to-know-en\/\" target=\"_blank\">Invisible Disability<\/a><br \/>\n        <a href=\"https:\/\/www.dynseo.com\/en\/business-inclusion-training\/\" target=\"_blank\">All Trainings<\/a>\n    <\/div>\n<\/footer>\n<\/article>\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":412655,"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\" global_colors_info=\"{}\"]<style type=\"text\/css\">\n@import url('https:\/\/fonts.googleapis.com\/css2?family=Montserrat:wght@600;700;800&family=Poppins:wght@400;500;600&display=swap');\n        * { margin: 0; padding: 0; box-sizing: border-box; }\n.dbi-art-61043e { font-family: 'Poppins', sans-serif; line-height: 1.8; color: #333; background-color: #f8f9fa; }\n.dbi-art-61043e .container { max-width: 900px; margin: 0 auto; padding: 20px; }\n.dbi-art-61043e .article-header { background: linear-gradient(135deg, #5e5ed7 0%, #5268c9 100%); color: white; padding: 60px 20px; text-align: center; border-radius: 0 0 30px 30px; margin-bottom: 40px; }\n.dbi-art-61043e .article-category { display: inline-block; background: rgba(255,255,255,0.2); padding: 8px 20px; border-radius: 25px; font-size: 0.9rem; margin-bottom: 20px; }\n.dbi-art-61043e .article-header h1 { font-family: 'Montserrat', sans-serif; font-size: 2.3rem; margin-bottom: 20px; }\n.dbi-art-61043e .article-header .subtitle { font-size: 1.1rem; opacity: 0.95; max-width: 700px; margin: 0 auto; }\n.dbi-art-61043e .intro-paragraph { font-size: 1.1rem; color: #555; padding: 30px; background: white; border-radius: 15px; border-left: 5px solid #5e5ed7; margin-bottom: 40px; box-shadow: 0 5px 20px rgba(94,94,215,0.1); }\n.dbi-art-61043e h2 { font-family: 'Montserrat', sans-serif; color: #5e5ed7; font-size: 1.9rem; margin: 50px 0 25px; padding-bottom: 15px; border-bottom: 3px solid #a9e2e4; }\n.dbi-art-61043e h3 { font-family: 'Montserrat', sans-serif; color: #5268c9; font-size: 1.35rem; margin: 35px 0 15px; }\n.dbi-art-61043e p { margin-bottom: 20px; text-align: justify; }\n.dbi-art-61043e .highlight-box { background: linear-gradient(135deg, #a9e2e4 0%, #d0f0f2 100%); padding: 30px; border-radius: 15px; margin: 30px 0; box-shadow: 0 3px 15px rgba(169,226,228,0.3); }\n.dbi-art-61043e .highlight-box h4 { font-family: 'Montserrat', sans-serif; color: #5268c9; margin-bottom: 15px; font-size: 1.2rem; }\n.dbi-art-61043e .tip-box { background: linear-gradient(135deg, #ffeca7 0%, #ffe88a 100%); padding: 25px; border-radius: 15px; margin: 25px 0; }\n.dbi-art-61043e .tip-box h4 { font-family: 'Montserrat', sans-serif; color: #5268c9; margin-bottom: 10px; }\n.dbi-art-61043e .warning-box { background: linear-gradient(135deg, #fde8ee 0%, #fcc8d6 100%); padding: 25px; border-radius: 15px; margin: 25px 0; border-left: 5px solid #e73469; }\n.dbi-art-61043e .warning-box h4 { font-family: 'Montserrat', sans-serif; color: #e73469; margin-bottom: 10px; }\n.dbi-art-61043e .stats-grid { display: grid; grid-template-columns: repeat(3, 1fr); gap: 20px; margin: 30px 0; }\n.dbi-art-61043e .stat-card { background: white; padding: 25px; border-radius: 15px; text-align: center; box-shadow: 0 5px 20px rgba(94,94,215,0.1); }\n.dbi-art-61043e .stat-number { font-family: 'Montserrat', sans-serif; font-size: 2.5rem; font-weight: 800; color: #5e5ed7; display: block; }\n.dbi-art-61043e .stat-label { color: #666; font-size: 0.9rem; margin-top: 8px; }\n.dbi-art-61043e .comparison-table { width: 100%; border-collapse: collapse; margin: 30px 0; border-radius: 15px; overflow: hidden; box-shadow: 0 5px 20px rgba(94,94,215,0.1); }\n.dbi-art-61043e .comparison-table th { background: linear-gradient(135deg, #5e5ed7 0%, #5268c9 100%); color: white; padding: 15px 20px; text-align: left; font-family: 'Montserrat', sans-serif; }\n.dbi-art-61043e .comparison-table td { padding: 14px 20px; border-bottom: 1px solid #f0f0ff; background: white; vertical-align: top; }\n.dbi-art-61043e .comparison-table tr:last-child td { border-bottom: none; }\n.dbi-art-61043e .comparison-table tr:nth-child(even) td { background: #f8f8ff; }\n.dbi-art-61043e .cta-button { display: inline-block; background: linear-gradient(135deg, #5e5ed7 0%, #5268c9 100%); color: white; padding: 14px 32px; border-radius: 30px; text-decoration: none; font-weight: 600; margin-top: 15px; transition: transform 0.3s ease, box-shadow 0.3s ease; }\n.dbi-art-61043e .cta-button:hover { transform: translateY(-3px); box-shadow: 0 8px 25px rgba(94,94,215,0.4); }\n.dbi-art-61043e .method-card { background: white; border-radius: 15px; padding: 28px; margin: 22px 0; box-shadow: 0 5px 20px rgba(94,94,215,0.08); }\n.dbi-art-61043e .method-card.blue { border-left: 4px solid #5e5ed7; }\n.dbi-art-61043e .method-card.teal { border-left: 4px solid #a9e2e4; }\n.dbi-art-61043e .method-card.rose { border-left: 4px solid #e73469; }\n.dbi-art-61043e .method-card.yellow { border-left: 4px solid #ffeca7; border-top: 3px solid #ffeca7; }\n.dbi-art-61043e .method-card h4 { font-family: 'Montserrat', sans-serif; color: #5e5ed7; margin-bottom: 12px; font-size: 1.1rem; }\n.dbi-art-61043e .method-card.teal h4 { color: #5268c9; }\n.dbi-art-61043e .method-card.rose h4 { color: #e73469; }\n.dbi-art-61043e .method-badge { display: inline-block; padding: 4px 12px; border-radius: 20px; font-size: 0.8rem; font-weight: 600; margin-bottom: 12px; }\n.dbi-art-61043e .badge-blue { background: #f0f0ff; color: #5e5ed7; }\n.dbi-art-61043e .badge-green { background: #e0f7f8; color: #5268c9; }\n.dbi-art-61043e .badge-rose { background: #fde8ee; color: #e73469; }\n.dbi-art-61043e .badge-yellow { background: #fff8dc; color: #8a6d00; }\n.dbi-art-61043e .checklist { background: white; padding: 30px; border-radius: 15px; box-shadow: 0 5px 20px rgba(94,94,215,0.1); margin: 25px 0; }\n.dbi-art-61043e .checklist h4 { font-family: 'Montserrat', sans-serif; color: #5e5ed7; margin-bottom: 20px; }\n.dbi-art-61043e .checklist ul { list-style: none; padding: 0; }\n.dbi-art-61043e .checklist li { padding: 10px 0; border-bottom: 1px solid #f0f0ff; padding-left: 35px; position: relative; }\n.dbi-art-61043e .checklist li::before { content: '\u2714'; position: absolute; left: 0; color: #5e5ed7; font-weight: bold; }\n.dbi-art-61043e .checklist li:last-child { border-bottom: none; }\n.dbi-art-61043e .quote-box { background: #f0f0ff; border-left: 4px solid #5e5ed7; padding: 25px; margin: 30px 0; border-radius: 0 15px 15px 0; }\n.dbi-art-61043e .quote-box p { font-style: italic; color: #5268c9; margin-bottom: 10px; }\n.dbi-art-61043e .quote-box .author { font-weight: 600; color: #5e5ed7; font-style: normal; font-size: 0.9rem; }\n.dbi-art-61043e .benefits-grid { display: grid; grid-template-columns: repeat(2, 1fr); gap: 20px; margin: 30px 0; }\n.dbi-art-61043e .benefit-card { background: white; padding: 25px; border-radius: 15px; box-shadow: 0 5px 20px rgba(94,94,215,0.08); text-align: center; }\n.dbi-art-61043e .benefit-icon { font-size: 2.5rem; margin-bottom: 12px; }\n.dbi-art-61043e .benefit-card h4 { font-family: 'Montserrat', sans-serif; color: #5e5ed7; margin-bottom: 8px; font-size: 1rem; }\n.dbi-art-61043e .benefit-card p { font-size: 0.9rem; color: #666; text-align: center; margin: 0; }\n.dbi-art-61043e .faq-section { margin: 40px 0; }\n.dbi-art-61043e .faq-item { background: white; border-radius: 15px; padding: 25px 30px; margin: 15px 0; box-shadow: 0 3px 15px rgba(94,94,215,0.08); border-left: 4px solid #a9e2e4; }\n.dbi-art-61043e .faq-item h4 { font-family: 'Montserrat', sans-serif; color: #5e5ed7; margin-bottom: 12px; font-size: 1.05rem; }\n.dbi-art-61043e .faq-item p { margin: 0; color: #555; }\n.dbi-art-61043e .conclusion { background: linear-gradient(135deg, #f5f7fa 0%, #e8e8ff 100%); padding: 40px; border-radius: 20px; margin-top: 50px; }\n.dbi-art-61043e .conclusion h2 { border-bottom: none; margin-top: 0; }\n.dbi-art-61043e .article-footer { text-align: center; padding: 50px 20px; background: linear-gradient(135deg, #5e5ed7 0%, #5268c9 100%); color: white; border-radius: 30px 30px 0 0; margin-top: 60px; }\n.dbi-art-61043e .article-footer h3 { font-family: 'Montserrat', sans-serif; color: white; margin-bottom: 20px; }\n.dbi-art-61043e .article-footer a { color: #ffeca7; text-decoration: none; font-weight: 600; }\n.dbi-art-61043e .footer-links { display: flex; gap: 20px; justify-content: center; flex-wrap: wrap; margin-top: 15px; }\n.dbi-art-61043e .formation-cta-box { background: linear-gradient(135deg, #5e5ed7 0%, #5268c9 100%); border-radius: 20px; padding: 40px; margin: 40px 0; text-align: center; color: white; position: relative; overflow: hidden; }\n.dbi-art-61043e .formation-cta-box h3 { font-family: 'Montserrat', sans-serif; color: white; font-size: 1.5rem; margin-bottom: 15px; }\n.dbi-art-61043e .formation-cta-box p { color: rgba(255,255,255,0.9); margin-bottom: 20px; text-align: center; }\n.dbi-art-61043e .formation-cta-box .cta-button { background: white; color: #5e5ed7; font-weight: 700; }\n.dbi-art-61043e a { color: #5e5ed7; }\n@media (max-width: 768px) {\n.dbi-art-61043e .article-header h1 { font-size: 1.8rem; }\n.dbi-art-61043e .stats-grid { grid-template-columns: 1fr; }\n.dbi-art-61043e .benefits-grid { grid-template-columns: 1fr; }\n.dbi-art-61043e .article-header { padding: 40px 15px; }\n.dbi-art-61043e .container { padding: 15px; }\n.dbi-art-61043e h2 { font-size: 1.5rem; }\n.dbi-art-61043e .comparison-table { font-size: 0.9rem; }\n}\n\n<\/style>\n<div class=\"dbi-art-61043e\">\n<article>\n<header class=\"article-header\">\n    <div class=\"article-category\">\ud83d\ude80 Inclusion DYS &amp; Performance RH<\/div>\n    <h1>DYS disorders in the workplace: valuing strengths and breaking the invisible ceiling<\/h1>\n    <p class=\"subtitle\">Why DYS profiles are under-promoted despite excellent results, how to correct evaluation biases, redistribute roles, and build an HR policy that actively values these profiles.<\/p>\n<\/header>\n\n<div class=\"container\">\n\n    <div class=\"intro-paragraph\">\n        They read slowly, make spelling mistakes, struggle with spreadsheets, or lose their documents. But they see what others do not see, find solutions when everyone is stuck, and understand complex systems at a glance. DYS employees are often among the most creative, resilient, and valuable in their teams \u2014 and among the least well evaluated, least promoted, and most often pushed out. This guide explores why this invisible ceiling exists, how to break it, and how to build an HR policy that transforms DYS neurodiversity into a competitive advantage.\n    <\/div>\n\n    <div class=\"stats-grid\">\n        <div class=\"stat-card\">\n            <span class=\"stat-number\">10 %<\/span>\n            <div class=\"stat-label\">of the population is DYS \u2014 a massively underutilized talent pool in French companies<\/div>\n        <\/div>\n        <div class=\"stat-card\">\n            <span class=\"stat-number\">35 %<\/span>\n            <div class=\"stat-label\">of successful entrepreneurs are dyslexic according to several studies \u2014 a significant overrepresentation<\/div>\n        <\/div>\n        <div class=\"stat-card\">\n            <span class=\"stat-number\">+25 %<\/span>\n            <div class=\"stat-label\">of skills in solving complex problems in teams including well-supported DYS profiles<\/div>\n        <\/div>\n    <\/div>\n\n    <h2>What DYS profiles do better: documented cognitive strengths<\/h2>\n\n    <p>Research in neuropsychology has gradually documented a remarkable phenomenon: the DYS brain, which cannot automate certain tasks of symbolic processing (letters, numbers, sequences), compensates by developing other abilities often above average in their field. These strengths are not consolation prizes \u2014 they are real, measurable cognitive skills that are valuable in many professional contexts.<\/p>\n\n    <div class=\"method-card blue\">\n        <div class=\"method-badge badge-blue\">\ud83c\udfa8 Strength 1<\/div>\n        <h4>Thinking in images and three-dimensional structures<\/h4>\n        <p>The DYS brain preferentially processes information in visual and spatial representations rather than in verbal sequences. This way of thinking generates the ability to visualize complex structures, mentally manipulate objects and systems in space, and perceive shapes and patterns that sequential brains do not \"see\" spontaneously. This is a valuable strength in architecture, design, engineering, surgery, and any form of spatial or systemic problem-solving.<\/p>\n    <\/div>\n\n    <div class=\"method-card teal\">\n        <div class=\"method-badge badge-green\">\ud83d\udd2d Strength 2<\/div>\n        <h4>Global vision and systemic thinking<\/h4>\n        <p>Where a sequential brain processes information element by element, the DYS brain tends to perceive overall structures \u2014 patterns, connections between elements, long-term systemic implications. This natural \"helicopter view\" is exceptionally valuable in strategic functions, complex project management, innovation, and decision-making in complex systems.<\/p>\n    <\/div>\n\n    <div class=\"method-card yellow\">\n        <div class=\"method-badge badge-yellow\">\ud83d\udca1 Strength 3<\/div>\n        <h4>Divergent creativity and alternative solutions<\/h4>\n        <p>Years of having to find workarounds for difficulties develop a rare functional creativity \u2014 the ability to find unconventional solutions, to think \"outside the box\" naturally, to connect seemingly unrelated concepts. In companies that value innovation and adaptability, this divergent creativity is a valuable asset.<\/p>\n    <\/div>\n\n    <div class=\"method-card rose\">\n        <div class=\"method-badge badge-rose\">\ud83d\udcaa Strength 4<\/div>\n        <h4>Resilience and emotional intelligence<\/h4>\n        <p>The experience of navigating from childhood in a world designed for other brains develops exceptional resilience, the ability to persevere in the face of obstacles, and fine empathy towards people struggling in unsuitable environments. These qualities are valuable in management, human resources, client relations, and inclusive leadership roles.<\/p>\n    <\/div>\n\n    <h2>Why DYS individuals are often under-promoted despite excellent operational results<\/h2>\n\n    <p>The DYS glass ceiling is not a phenomenon of intentional discrimination \u2014 it is the cumulative result of systemic biases in evaluation, promotion, and professional valuation processes. These biases are rarely conscious, but their effect is real and measurable.<\/p>\n\n    <h3>Biases in evaluations and interviews<\/h3>\n\n    <div class=\"method-card blue\">\n        <div class=\"method-badge badge-blue\">\u26a0\ufe0f Bias 1<\/div>\n        <h4>The negative halo effect of spelling<\/h4>\n        <p>Studies in work psychology show that evaluators spontaneously attribute less competence to individuals whose writings contain spelling mistakes \u2014 regardless of the quality of the content. For a dysorthographic employee, this bias can generate years of under-evaluation despite excellent operational performance. The correction: explicitly separate the evaluation of spelling quality from the evaluation of actual professional skills.<\/p>\n    <\/div>\n\n    <div class=\"method-card teal\">\n        <div class=\"method-badge badge-green\">\u26a0\ufe0f Bias 2<\/div>\n        <h4>The valuation of formal presentation skills<\/h4>\n        <p>In many companies, presentation skills (the ability to write structured reports, build formal presentations, produce neat meeting minutes) are valued in promotions, sometimes as much as operational results themselves. These skills structurally disadvantage DYS profiles \u2014 who often produce excellent results but struggle with conventional forms of reporting.<\/p>\n    <\/div>\n\n    <div class=\"method-card yellow\">\n        <div class=\"method-badge badge-yellow\">\u26a0\ufe0f Bias 3<\/div>\n        <h4>Timed tests and assessments<\/h4>\n        <p>Recruitment tests and promotion assessments often include components of rapid reading, processing numerical data, or timed written responses \u2014 formats that measure fluency of automated processing rather than high-level cognitive skills. A DYS profile may excel in an assessment under adapted conditions and achieve a mediocre result under standard conditions.<\/p>\n    <\/div>\n\n    <div class=\"method-card rose\">\n        <div class=\"method-badge badge-rose\">\u26a0\ufe0f Bias 4<\/div>\n        <h4>The culture of \"polish\"<\/h4>\n        <p>In some corporate cultures, \"neat presentation\" \u2014 perfectly formatted slides, error-free emails, visually impeccable documents \u2014 is a signal of seriousness and competence. DYS employees who cannot maintain this level of formal polish without disproportionate effort are perceived as \"less serious\" \u2014 even when their substantive work is excellent.<\/p>\n    <\/div>\n\n    <h2>How to redistribute roles in a team to leverage DYS strengths<\/h2>\n\n    <p>A manager who understands the strengths and difficulties of DYS profiles can organize their team to maximize each person's contribution \u2014 by assigning tasks that correspond to each profile's strengths, rather than imposing a uniform way of working.<\/p>\n\n    <table class=\"comparison-table\">\n        <thead>\n            <tr>\n                <th>DYS Profile<\/th>\n                <th>Preferred Tasks<\/th>\n                <th>Avoid or Adapt Tasks<\/th>\n            <\/tr>\n        <\/thead>\n        <tbody>\n            <tr>\n                <td><strong>Dyslexic \/ Dysorthographic<\/strong><\/td>\n                <td>Oral presentation, client relations, creative design, strategic vision, interpersonal communication<\/td>\n                <td>Long formal writing, document proofreading, written reports \u2014 to be adapted with tools<\/td>\n            <\/tr>\n            <tr>\n                <td><strong>Dyscalculic<\/strong><\/td>\n                <td>Verbal and conceptual analysis, team management, client relations, qualitative marketing, communication<\/td>\n                <td>Manual budget management, numerical analyses without tools \u2014 to be equipped with calculators, automated spreadsheets, cross-checking<\/td>\n            <\/tr>\n            <tr>\n                <td><strong>Dyspraxic<\/strong><\/td>\n                <td>Strategic vision, complex thinking, verbal communication, management, consulting<\/td>\n                <td>Physical document management, presentations involving object manipulation, orientation in new spaces \u2014 to be adapted with digital tools<\/td>\n            <\/tr>\n        <\/tbody>\n    <\/table>\n\n    <div class=\"tip-box\">\n        <h4>\ud83d\udca1 Strength-based management: a winning approach<\/h4>\n        <p>The classic management approach tends to identify gaps and work to correct them. The strength-based approach (popularized by Gallup with StrengthsFinder) starts from the opposite observation: people who use their strengths daily are twice as engaged and significantly more productive. For DYS profiles, this approach is particularly relevant \u2014 organizing tasks around their specific strengths generates exceptional results, whereas trying to correct their difficulties leads to exhaustion and frustration.<\/p>\n    <\/div>\n\n    <h2>Famous DYS leaders and entrepreneurs \u2014 and what their journeys teach us<\/h2>\n\n    <p>The list of well-known personalities with dyslexia or DYS disorders is long \u2014 and instructive. Richard Branson (Virgin), founder of an empire and entrepreneurial visionary, severely dyslexic. Steven Spielberg, undiagnosed dyslexic for most of his career. Agatha Christie, notorious dysorthographic who dictated her novels rather than writing them. Leonardo da Vinci, whose mirror writing suggests dyslexia. Thomas Edison, whose school difficulties related to dyslexia almost led to his exclusion from the educational system.<\/p>\n\n    <p>It is no coincidence that so many creatives, entrepreneurs, and innovators have DYS profiles. The qualities that accompany these profiles \u2014 visual thinking, global vision, divergent creativity, resilience \u2014 are precisely the qualities that allow them to see what others do not see, solve problems that others abandon, and build what others cannot imagine.<\/p>\n\n    <div class=\"quote-box\">\n        <p>\"My dyslexia has always forced me to find different ways to think about problems. I couldn't read quickly, so I learned to listen. I couldn't memorize sequences, so I learned to see structures. These 'flaws' turned out to be my greatest strengths.\"<\/p>\n        <div class=\"author\">\u2014 Adapted from testimonials of DYS leaders in a professional context<\/div>\n    <\/div>\n\n    <h2>What DYS inclusion brings to the team and the company<\/h2>\n\n    <div class=\"benefits-grid\">\n        <div class=\"benefit-card\">\n            <div class=\"benefit-icon\">\ud83d\udca1<\/div>\n            <h4>More innovation<\/h4>\n            <p>Teams that include well-supported DYS profiles generate more innovative solutions \u2014 DYS divergent thinking complements neurotypical sequential thinking.<\/p>\n        <\/div>\n        <div class=\"benefit-card\">\n            <div class=\"benefit-icon\">\ud83d\udd0d<\/div>\n            <h4>Better problem-solving<\/h4>\n            <p>The global vision and ability to connect unrelated elements allow DYS profiles to \"see\" solutions that sequential approaches miss.<\/p>\n        <\/div>\n        <div class=\"benefit-card\">\n            <div class=\"benefit-icon\">\ud83c\udf0d<\/div>\n            <h4>Enhanced employer branding<\/h4>\n            <p>Active inclusion policies attract Generation Z candidates sensitive to DEI issues \u2014 and improve retention of employees who feel valued.<\/p>\n        <\/div>\n        <div class=\"benefit-card\">\n            <div class=\"benefit-icon\">\ud83e\udd1d<\/div>\n            <h4>Improved management culture<\/h4>\n            <p>Adapting management to DYS profiles develops managerial skills \u2014 clear communication, direct feedback, individualization \u2014 that benefit the entire team.<\/p>\n        <\/div>\n    <\/div>\n\n    <h2>How to build an HR policy that actively values DYS profiles<\/h2>\n\n    <div class=\"checklist\">\n        <h4>\u2705 The 8 elements of an inclusive HR policy for DYS profiles<\/h4>\n        <ul>\n            <li><strong>Review evaluation criteria:<\/strong> explicitly distinguish the evaluation of professional skills from the evaluation of spelling quality or reading speed<\/li>\n            <li><strong>Adapt recruitment processes:<\/strong> offer alternatives to timed tests, allow the use of tools, assess substantive skills in both oral and written formats<\/li>\n            <li><strong>Train managers on DYS biases:<\/strong> evaluation biases related to spelling and formal presentation are invisible without training \u2014 DYNSEO training makes them visible and actionable<\/li>\n            <li><strong>Create a tool-equipped environment:<\/strong> adapted fonts in shared templates, advanced spell checkers available to all, voice dictation accepted, alternative delivery formats<\/li>\n            <li><strong>Identify and communicate available resources:<\/strong> occupational physician, disability referent, AGEFIPH, Cap Emploi \u2014 ensure all employees are aware of these resources<\/li>\n            <li><strong>Integrate DYS neurodiversity into the DEI policy:<\/strong> alongside gender, origin, and visible disability, DYS disorders deserve an explicit place in the company's inclusion commitments<\/li>\n            <li><strong>Value deliverables on substance:<\/strong> create a culture where content and results take precedence over form \u2014 and communicate this explicitly<\/li>\n            <li><strong>Develop career paths based on strengths:<\/strong> identify tasks and positions that correspond to the specific strengths of DYS profiles, and actively propose them<\/li>\n        <\/ul>\n    <\/div>\n\n    <div class=\"formation-cta-box\">\n        <h3>\ud83c\udf93 Train your teams to value DYS profiles<\/h3>\n        <p>The training <strong>DYS disorders in the workplace: identifying, adapting, and valuing<\/strong> from DYNSEO provides managers with the tools to go beyond support \u2014 to active valuation. Online, Qualiopi certified.<\/p>\n        <a href=\"https:\/\/www.dynseo.com\/produit\/troubles-dys-en-entreprise-reperer-adapter-et-valoriser\/\" target=\"_blank\" class=\"cta-button\">Access the training \u2192<\/a>\n    <\/div>\n\n    <h3>The complete DYNSEO inclusion training pathway<\/h3>\n\n    <p>The DYS training is part of a comprehensive ecosystem of training on neurodiversity in the workplace. For a transversal view: <a href=\"https:\/\/www.dynseo.com\/courses\/manager-un-collaborateur-neuroatypique\/\" target=\"_blank\"><strong>Managing a neuroatypical employee<\/strong><\/a>. For specific profiles: <a href=\"https:\/\/www.dynseo.com\/courses\/comprendre-lautism-en-milieu-professionnel\/\" target=\"_blank\">autism<\/a>, <a href=\"https:\/\/www.dynseo.com\/courses\/tdah-au-travail-reconnaitre-et-accompagner\/\" target=\"_blank\">ADHD<\/a>, <a href=\"https:\/\/www.dynseo.com\/courses\/handicap-invisible-ce-que-le-manager-doit-savoir\/\" target=\"_blank\">invisible disability<\/a>. Find the complete list on the <a href=\"https:\/\/www.dynseo.com\/formations-inclusion-entreprise\/\" target=\"_blank\"><strong>DYNSEO corporate inclusion training page<\/strong><\/a>.<\/p>\n\n    <h2>FAQ \u2014 Frequently asked questions about valuing DYS profiles in the workplace<\/h2>\n\n<\/div>\n<\/article>\n<\/div>\n<div class=\"faq-section\">\n        <div class=\"faq-item\">\n            <h4>How to identify DYS strengths without asking an employee to reveal their diagnosis?<\/h4>\n            <p>By observing performance patterns: identify where the employee excels markedly (creativity, global vision, oral communication, solving complex problems) and organize their tasks primarily around these strengths. The cognitive strengths of DYS profiles are visible without a diagnosis \u2014 it is their combination with specific difficulties on other tasks that can guide the reflection.<\/p>\n        <\/div>\n        <div class=\"faq-item\">\n            <h4>Should I inform a DYS employee that we will adapt their tasks?<\/h4>\n            <p>Not necessarily from the DYS angle. You can simply organize the tasks around the observed strengths \u2014 \"I assigned you the client presentation because you are excellent at oral communication and your strategic vision is highly valued.\" This is strength-based management, applicable to any employee, without requiring a diagnosis revelation.<\/p>\n        <\/div>\n        <div class=\"faq-item\">\n            <h4>How to convince my management to review evaluation criteria to include DYS profiles?<\/h4>\n            <p>The economic argument is often the most effective: the cost of replacing a competent employee is estimated to be between 6 and 12 months of salary. Evaluation biases that undervalue DYS profiles generate either avoidable departures or underutilization of real skills. Reviewing evaluation criteria is an investment, not a concession.<\/p>\n        <\/div>\n        <div class=\"faq-item\">\n            <h4>Do large companies already have active DYS policies?<\/h4>\n            <p>Yes, and they are developing. Some companies like Unilever, KPMG, or BNP Paribas have integrated DYS disorders into their neurodiversity programs \u2014 with adapted recruitment processes, training for managers, and inclusive work environments. These initiatives are still in the minority, but they are multiplying as data on the performance of diverse teams accumulates.<\/p>\n        <\/div>\n        <div class=\"faq-item\">\n            <h4>Does DYNSEO training provide a label or certification for inclusive DYS companies?<\/h4>\n            <p>The training certifies the individual skills of managers (Qualiopi certification). For a company certification, specific procedures exist \u2014 such as the GESAT label or the DiversiTY label. DYNSEO training is a building block of the inclusion policy, not a company certification in itself.<\/p>\n        <\/div>\n    <\/div>\n\n    <div class=\"conclusion\">\n        <h2>Conclusion: the invisible ceiling is broken by management<\/h2>\n        <p>The invisible ceiling that blocks the careers of DYS profiles is not a fatality \u2014 it is the result of systemic biases that trained managers and adapted HR policies can correct. Companies that break it are not doing charity: they are gaining a real competitive advantage by accessing rare cognitive talents that their competitors continue to underutilize.<\/p>\n        <p>Valuing the strengths of DYS profiles starts with seeing them \u2014 then organizing tasks, evaluations, and career paths for them to express themselves. DYNSEO training on DYS disorders is the starting point for this transformation \u2014 accessible, certifying, and immediately applicable.<\/p>\n        <p>Find the entire <a href=\"https:\/\/www.dynseo.com\/formations-inclusion-entreprise\/\" target=\"_blank\">DYNSEO corporate inclusion training catalog<\/a>.<\/p>\n    <\/div>\n\n<\/div>\n\n<footer class=\"article-footer\">\n    <h3>DYNSEO Training \u2014 Inclusion &amp; Neurodiversity in the Workplace<\/h3>\n    <div class=\"footer-links\">\n        <a href=\"https:\/\/www.dynseo.com\/produit\/troubles-dys-en-entreprise-reperer-adapter-et-valoriser\/\" target=\"_blank\">DYS Disorders Training<\/a>\n        <a href=\"https:\/\/www.dynseo.com\/courses\/comprendre-lautism-en-milieu-professionnel\/\" target=\"_blank\">Professional Autism<\/a>\n        <a href=\"https:\/\/www.dynseo.com\/courses\/tdah-au-travail-reconnaitre-et-accompagner\/\" target=\"_blank\">ADHD at Work<\/a>\n        <a href=\"https:\/\/www.dynseo.com\/courses\/manager-un-collaborateur-neuroatypique\/\" target=\"_blank\">Neuroatypical Management<\/a>\n        <a href=\"https:\/\/www.dynseo.com\/courses\/handicap-invisible-ce-que-le-manager-doit-savoir\/\" target=\"_blank\">Invisible Disability<\/a>\n        <a href=\"https:\/\/www.dynseo.com\/formations-inclusion-entreprise\/\" target=\"_blank\">All Trainings<\/a>\n    <\/div>\n<\/footer>\n<\/article>\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-709712","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 v27.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>DYS Disorders in the Workplace: Valuing Strengths and Breaking the Invisible Ceiling - DYNSEO - Educational apps &amp; brain training apps for all<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"DYS Disorders in the Workplace: Valuing Strengths and Breaking the Invisible Ceiling - DYNSEO - Educational apps &amp; brain training apps for all\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/\" \/>\n<meta property=\"og:site_name\" content=\"DYNSEO - Educational apps &amp; brain training apps for all\" \/>\n<meta property=\"article:published_time\" content=\"2026-06-20T07:56:39+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-06-20T07:58:16+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.dynseo.com\/wp-content\/uploads\/2025\/09\/abcdhe-113.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"900\" \/>\n\t<meta property=\"og:image:height\" content=\"540\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"DYNSEO\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"DYNSEO\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"10 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\\\/\"},\"author\":{\"name\":\"DYNSEO\",\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/#\\\/schema\\\/person\\\/78ef63df2ee64e0989bc68f8401b38d6\"},\"headline\":\"DYS Disorders in the Workplace: Valuing Strengths and Breaking the Invisible Ceiling\",\"datePublished\":\"2026-06-20T07:56:39+00:00\",\"dateModified\":\"2026-06-20T07:58:16+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\\\/\"},\"wordCount\":2026,\"publisher\":{\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.dynseo.com\\\/wp-content\\\/uploads\\\/2025\\\/09\\\/abcdhe-113.jpg\",\"articleSection\":[\"Les conseils des coachs\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\\\/\",\"url\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\\\/\",\"name\":\"DYS Disorders in the Workplace: Valuing Strengths and Breaking the Invisible Ceiling - DYNSEO - Educational apps &amp; brain training apps for all\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.dynseo.com\\\/wp-content\\\/uploads\\\/2025\\\/09\\\/abcdhe-113.jpg\",\"datePublished\":\"2026-06-20T07:56:39+00:00\",\"dateModified\":\"2026-06-20T07:58:16+00:00\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/www.dynseo.com\\\/en\\\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\\\/#primaryimage\",\"url\":\"https:\\\/\\\/www.dynseo.com\\\/wp-content\\\/uploads\\\/2025\\\/09\\\/abcdhe-113.jpg\",\"contentUrl\":\"https:\\\/\\\/www.dynseo.com\\\/wp-content\\\/uploads\\\/2025\\\/09\\\/abcdhe-113.jpg\",\"width\":900,\"height\":540,\"caption\":\"Empowering Seniors with Alzheimer's Tablet Solutions\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Accueil\",\"item\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"DYS Disorders in the Workplace: Valuing Strengths and Breaking the Invisible Ceiling\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/#website\",\"url\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/\",\"name\":\"Jeux de m\u00e9moire et stimulation cognitive\",\"description\":\"DYNSEO, and your brain is a new hero!\",\"publisher\":{\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/#organization\",\"name\":\"DYNSEO\",\"url\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/www.dynseo.com\\\/wp-content\\\/uploads\\\/2022\\\/05\\\/logo-dynseo-new.png\",\"contentUrl\":\"https:\\\/\\\/www.dynseo.com\\\/wp-content\\\/uploads\\\/2022\\\/05\\\/logo-dynseo-new.png\",\"width\":5073,\"height\":1397,\"caption\":\"DYNSEO\"},\"image\":{\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/#\\\/schema\\\/logo\\\/image\\\/\"}},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/#\\\/schema\\\/person\\\/78ef63df2ee64e0989bc68f8401b38d6\",\"name\":\"DYNSEO\",\"url\":\"https:\\\/\\\/www.dynseo.com\\\/en\\\/author\\\/justine\\\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"DYS Disorders in the Workplace: Valuing Strengths and Breaking the Invisible Ceiling - DYNSEO - Educational apps &amp; brain training apps for all","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/","og_locale":"en_US","og_type":"article","og_title":"DYS Disorders in the Workplace: Valuing Strengths and Breaking the Invisible Ceiling - DYNSEO - Educational apps &amp; brain training apps for all","og_url":"https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/","og_site_name":"DYNSEO - Educational apps &amp; brain training apps for all","article_published_time":"2026-06-20T07:56:39+00:00","article_modified_time":"2026-06-20T07:58:16+00:00","og_image":[{"width":900,"height":540,"url":"https:\/\/www.dynseo.com\/wp-content\/uploads\/2025\/09\/abcdhe-113.jpg","type":"image\/jpeg"}],"author":"DYNSEO","twitter_misc":{"Written by":"DYNSEO","Est. reading time":"10 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/#article","isPartOf":{"@id":"https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/"},"author":{"name":"DYNSEO","@id":"https:\/\/www.dynseo.com\/en\/#\/schema\/person\/78ef63df2ee64e0989bc68f8401b38d6"},"headline":"DYS Disorders in the Workplace: Valuing Strengths and Breaking the Invisible Ceiling","datePublished":"2026-06-20T07:56:39+00:00","dateModified":"2026-06-20T07:58:16+00:00","mainEntityOfPage":{"@id":"https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/"},"wordCount":2026,"publisher":{"@id":"https:\/\/www.dynseo.com\/en\/#organization"},"image":{"@id":"https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/#primaryimage"},"thumbnailUrl":"https:\/\/www.dynseo.com\/wp-content\/uploads\/2025\/09\/abcdhe-113.jpg","articleSection":["Les conseils des coachs"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/","url":"https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/","name":"DYS Disorders in the Workplace: Valuing Strengths and Breaking the Invisible Ceiling - DYNSEO - Educational apps &amp; brain training apps for all","isPartOf":{"@id":"https:\/\/www.dynseo.com\/en\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/#primaryimage"},"image":{"@id":"https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/#primaryimage"},"thumbnailUrl":"https:\/\/www.dynseo.com\/wp-content\/uploads\/2025\/09\/abcdhe-113.jpg","datePublished":"2026-06-20T07:56:39+00:00","dateModified":"2026-06-20T07:58:16+00:00","breadcrumb":{"@id":"https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/#primaryimage","url":"https:\/\/www.dynseo.com\/wp-content\/uploads\/2025\/09\/abcdhe-113.jpg","contentUrl":"https:\/\/www.dynseo.com\/wp-content\/uploads\/2025\/09\/abcdhe-113.jpg","width":900,"height":540,"caption":"Empowering Seniors with Alzheimer's Tablet Solutions"},{"@type":"BreadcrumbList","@id":"https:\/\/www.dynseo.com\/en\/dys-disorders-in-the-workplace-valuing-strengths-and-breaking-the-invisible-ceiling\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Accueil","item":"https:\/\/www.dynseo.com\/en\/"},{"@type":"ListItem","position":2,"name":"DYS Disorders in the Workplace: Valuing Strengths and Breaking the Invisible Ceiling"}]},{"@type":"WebSite","@id":"https:\/\/www.dynseo.com\/en\/#website","url":"https:\/\/www.dynseo.com\/en\/","name":"Jeux de m\u00e9moire et stimulation cognitive","description":"DYNSEO, and your brain is a new hero!","publisher":{"@id":"https:\/\/www.dynseo.com\/en\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.dynseo.com\/en\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/www.dynseo.com\/en\/#organization","name":"DYNSEO","url":"https:\/\/www.dynseo.com\/en\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.dynseo.com\/en\/#\/schema\/logo\/image\/","url":"https:\/\/www.dynseo.com\/wp-content\/uploads\/2022\/05\/logo-dynseo-new.png","contentUrl":"https:\/\/www.dynseo.com\/wp-content\/uploads\/2022\/05\/logo-dynseo-new.png","width":5073,"height":1397,"caption":"DYNSEO"},"image":{"@id":"https:\/\/www.dynseo.com\/en\/#\/schema\/logo\/image\/"}},{"@type":"Person","@id":"https:\/\/www.dynseo.com\/en\/#\/schema\/person\/78ef63df2ee64e0989bc68f8401b38d6","name":"DYNSEO","url":"https:\/\/www.dynseo.com\/en\/author\/justine\/"}]}},"_links":{"self":[{"href":"https:\/\/www.dynseo.com\/en\/wp-json\/wp\/v2\/posts\/709712","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.dynseo.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.dynseo.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.dynseo.com\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.dynseo.com\/en\/wp-json\/wp\/v2\/comments?post=709712"}],"version-history":[{"count":3,"href":"https:\/\/www.dynseo.com\/en\/wp-json\/wp\/v2\/posts\/709712\/revisions"}],"predecessor-version":[{"id":709715,"href":"https:\/\/www.dynseo.com\/en\/wp-json\/wp\/v2\/posts\/709712\/revisions\/709715"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.dynseo.com\/en\/wp-json\/wp\/v2\/media\/412655"}],"wp:attachment":[{"href":"https:\/\/www.dynseo.com\/en\/wp-json\/wp\/v2\/media?parent=709712"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.dynseo.com\/en\/wp-json\/wp\/v2\/categories?post=709712"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.dynseo.com\/en\/wp-json\/wp\/v2\/tags?post=709712"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}