Mersen: Group policy for better integration of people with disabilities

INTRODUCTION

Mersen wishes to develop the presence of disabled employees within its teams at all levels of its organization.

A true pillar of its CSR policy, the inclusion of disabled workers in the Group’s policy contributes to participating in the development of collective representations of disability in the company and in society. This thus contributes to thinking about employment differently and changing the way we look at the concept of disability in the broad sense, covering all types of disability, including intellectual or psychosocial.

Within this framework, Mersen defines a program based on 4 main pillars.

1. RECRUITMENT AND RETENTION IN EMPLOYMENT

The Group is committed to improving the integration of people with disabilities, whether by recruiting people with disabilities or retaining them in employment, by collaborating with networks and organizations working to promote their rights. Indeed, people with disabilities currently form a pool of largely untapped talent in the labor market.

For the recruitment of people with disabilities, it may be considered to establish partnerships with local players specializing in recruitment to develop appropriate sourcing. An inventory of eligible positions is recommended (including positions that can be teleworked and therefore can help integrate disabled employees).

For job retention, internal players (human resources, technical services, occupational physician, training department, social service, trade unions) and external players (ergonomists, specialized service providers) will also be called upon.