A testament to the progress made, unemployment among people with disabilities fell from 19% in 2017 to 13% this year, according to the Interagency Committee on Disability (CIH) in October.
In June 2022, Pôle emploi registered 460,000 disabled people, compared to 515,530 by December 2018. Thus, the return to work in the first four months of 2022 increased by 25% compared to 2021.
Therefore, for the 26th edition of the European Disability Employment Week (EDEW), which opened on Monday, a theme was set: When will there be full employment of people with disabilities? “.
Help for employers who play the game
If the attitude changeswe must continue to help companies remove barriers to employment for people with disabilitiesGenevieve Dariusek, delegate of the Minister of Disability Affairs, says.
The Obligation to Employ Disabled Workers (OETH), which sets a minimum threshold of 6% of disabled workers in establishments with at least twenty employees.
Otherwise they have to pay a investment OETH To the association managing the professional integration fund for the disabled (Agefiph). This money is used to provide assistance to employers who play the game, for example by funding workstation adaptations.
Initiative policy
Companies can certainly recruit people with disabilities. But they can encourage their employees whose disabilities are not visible (80% of cases) to announce it. Sevan chose the first option. This fast-growing telecom operator is recruiting heavily. Five of its 700 employees are disabled, compared to only one in 2020.
The company implemented an active policy. His job postings state that all positions are open to people with disabilities. “We recruit by CV and test in a neutral way, point Marlène Delrue, HRD of Sewan. Managers are looking for technically advanced profiles and are open. If the disabled person has the required qualities, there is no obstacle to hiring him.»
The company is also diversifying its recruitment sources. It is particularly present on the TalentsHandicap online forum, where he consults the CV library to expand his teams. Its employees, who are responsible for recruiting new employees, are trained in recruiting disabled people, as are managers in supervising them. Once employed, disabled people also follow special training and benefit from special support.
“We train them in the hope that they will stay with us.”
Payroll and human resources software company ADP has created a program aimed at hiring students with disabilities. “We train them in the hope that they will stay with us.”emphasizes Nicolas Sviatek, global communications director and head of diversity in France.
According to CIH, the number of students with disabilities, which admittedly started at a very low level, increased between 2019 and 2021 (+ 3,597 students). In the private sector, it grew by 79%, thanks to public assistance introduced after the first arrest.
This ODA initiative is part of the expansion of the disability policy launched in 2010. At that time, the employment rate of disabled people in the company was only 0.73%.
“A real job, not a job”
A mission has been created and significant outreach has been done to ensure that relevant employees come forward if they wish to and are supported in keeping their jobs. The group, which is currently negotiating its fifth agreement with staff representatives, has now reached the 6 percent mark.
At Café Joyeux, where 60% of employees have autism or Down syndrome, the unsolicited requests are legion. The company, which operates ten establishments and aims to reach thirty by 2025, favors the candidate’s room service experience.
The future recruit is admitted to an interview with the family to verify that the desire to work comes from him alone. “We are not a protected company. points out the director of human resources, Olivier Devault. We remain an economic enterprise and insist that it is a real job, not an occupation.»
Science that goes back to basics
An observation day is then arranged to ensure that the person will be able to integrate and assess their commitment. If all goes well, he gets a one-month internship, which can be extended once. In the end, he was hired on a permanent contract and completed a two-year apprenticeship with the CFA established by the company.
If this was not the case with the first Café Joyeux, the managers are now trained by a firm specializing in disability management and must also have experience in catering.
“Although people with disabilities bring their own skills, including attention, thoroughness, and joy, there are some things they don’t notice and tire more quickly. remembers Olivier Devault. Therefore, instructions must be clear and the work environment organized so that they know what is expected of them. This requires know-how that brings us back to the basics of what good management should look like in all companies.»
Source: Le Figaro
I’m Liza Grey, an experienced news writer and author at the Buna Times. I specialize in writing about economic issues, with a focus on uncovering stories that have a positive impact on society. With over seven years of experience in the news industry, I am highly knowledgeable about current events and the ways in which they affect our daily lives.