How is the integration of people with disabilities in companies evolving? Around fifteen participants discussed their practices during the HR Meetings, a monthly management news meeting organized by The world in partnership with ManpowerGroup and Malakoff Humanis, Tuesday February 7 in Paris (and remotely).
“Many companies cite the absence of disabled candidates, their sourcing is developing, but it is far from enough”, introduced Guy Tisserant. The quadruple gold medalist at the Paralympic Games in table tennis, reconverted into IT, then founder of the consulting firm for the recruitment of disabled employees TH Conseil, listed various projects to promote disabled employment: improve the perception of this category of the population, adapt work to people with disabilities and not the other way around, or think about their training.
All the participants deplored the multiplicity of stakeholders, which can confuse human resources managers, for lack of a single point of contact. Aid from the National Association for the management of the fund for the professional integration of disabled people (Agefiph), use of adapted companies, etc. “It’s abundant and hard to find your way aroundemphasizes Franck Bodikian, HRD of ManpowerGroup. We resolved this with a person who advises both our permanent staff and our intermediaries. » The disability referent, mandatory in entities with more than 250 employees, becomes for some the privileged interlocutor.
At the local level, in its Castorama and Brico Dépôt stores, Kingfisher France prefers partnerships with associations to benefit from their expertise. At Havas Village, a network of communication and advertising agencies, “in addition to a partnership with the Arpejeh association, we give preference to internships and work-study programs”says HRD Delphine Castanet.
6% of their workforce
In terms of disability, one figure often condenses the efforts of companies: the employment rate. Since 1987, all companies with more than twenty employees have been required to hire people with disabilities, up to 6% of their workforce. If they do not reach this rate, they must pay financial compensation to Agefiph. This is the case of Havas Village, where the average rate is 2.2%.
Agirc-Arrco and Malakoff Humanis show rates of 10% and 8% respectively, but immediately put into perspective by their HR departments: in fact, the exceptional figures are explained more by the regular declaration of employees already in post as workers disabled, than by external recruitment.
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