Proof of the progress made, unemployment for people with disabilities has fallen from 19% in 2017 to 13% this year, according to the Interministerial Committee on Disability (CIH) in October.
In June 2022, 460,000 disabled people were registered with Pôle emploi, compared to 515,530 before December 2018. Returns to work have thus increased by 25% over the first four months of 2022 compared to 2021.
A theme has therefore imposed itself for the 26th edition of the European Disability Employment Week (EDEW), which opened on Monday: “
When will full employment for people with disabilities?
".
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Help for employers who play the game
If mentalities are changing “
we must continue to help companies remove the obstacles to employing disabled people
”, assures Geneviève Darrieussecq, Minister Delegate for Disability.
The obligation to employ disabled workers (OETH), which imposes on structures with at least twenty employees a minimum threshold of 6% of disabled people in their workforce.
Otherwise, they must pay an “
OETH contribution
” to the Association managing the fund for the professional integration of disabled people (Agefiph).
This money is used to provide assistance to employers who play the game, for example by financing the adaptation of a workstation.
A proactive policy
Companies can of course recruit disabled people.
But they can encourage their employees whose disability is not visible (80% of cases) to declare it.
Sewan chose the first option.
This fast-growing telecom operator is recruiting a lot.
Of its 700 employees, five are disabled, compared to only one in 2020.
The company has implemented a proactive policy.
Its job postings state that all positions are open to people with disabilities.
“
We recruit on a CV and on expertise, in a neutral way,
points out 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 sources of recruitment.
It is present in particular on the online forum TalentsHandicap, where he consults the CV library to expand his teams.
Its employees responsible for chasing new employees have been trained in the recruitment of disabled people, just like the managers in their supervision.
Once hired, the disabled also follow specific training and benefit from special support.
“We train them in the hope that they will stay with us”
ADP, a payroll and human resources software company, has set up a program aimed at welcoming work-study students with disabilities.
"We train them in the hope that they will stay with us
," says Nicolas Swiatek, world communications director and in charge of diversity in France.
According to the CIH, the number of apprentices with disabilities, which admittedly started from a very low level, increased between 2019 and 2021 (+ 3,597 apprentices).
In the private sector, it jumped 79% thanks to government aid introduced after the first confinement.
This ODA initiative is part of the extension of a disability policy initiated in 2010. The employment rate of disabled people in the company was only 0.73% at the time.
“A real job, not an occupation”
A mission has been set up and significant awareness-raising work has been carried out so that the employees concerned come forward if they feel like it and are supported in keeping their jobs.
The group, which is currently negotiating its fifth agreement with staff representatives, has now reached the 6% threshold.
At Café Joyeux, 60% of whose employees have autism or Down's syndrome, unsolicited applications are legion.
The company, which operates ten establishments and aims to reach thirty in 2025, favors the experience of room service for the candidate.
The future recruit is received in interview with his family, to verify that his desire to work emanates from him alone.
“
We are not a protected company,
points out Olivier Devaux, director of human wealth.
We remain an economic enterprise and we insist that it is a real job and not an occupation.
»
A know-how that goes back to the fundamentals
A day of observation is then organized to ensure that the person will be able to integrate and to assess their commitment.
If all goes well, she completes a one-month internship, renewable once.
At the end, she was hired on a permanent contract, and followed a two-year apprenticeship, in the CFA created by the company.
If this was not the case for the first Café Joyeux, the managers are now trained by a firm specializing in the management of disabled people and must also have experience in catering.
“
If the disabled bring their own skills, including attention span, thoroughness and joy, there are certain things that they do not perceive and they tire more quickly,
recalls Olivier Devaux.
The instructions must therefore 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 fundamentals of what good management should be in all companies.
»
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