Other companies develop their training devices

Some 280,000 workers with disabilities seeking employment in 2005. They are less than 225,000 today, according to figures of the ANPE taken over by the Adapt (Association for the social and professional integration of persons with disabilities). The insertion of the disabled Act of February 11, 2005 is probably passed by there. The text stipulates that, as from 1 January 2010 some firms, particularly behind, could pay a fine of up to 1,500 times the hourly rate of the minimum wage by missing employee. In addition, responding to calls for tenders on the public market could them be prohibited. What worry. "We see a strong mobilization on the part of companies to meet these obligations," notes Laurent Cocquebert, Director General of the Adapt. Indeed, many large groups have implemented a disability mission. Charters sign. And many employers display a voluntarist policy. Like the post, which is committed to recruit 600 disabled on stable jobs and full time.

Yet, that started yesterday, the week for the employment of persons with disabilities, only 45 of French companies employ 6 of workers with disabilities, in accordance with the law. The subject is not simple. As the word "handicap" is home to a range of disparate situations.

Advocacy work

Another obstacle, "the training is a point blocking," believes Robert Ostermann, Director General of the Adia interim. In 80 of cases, persons with disabilities were little better than a BoE to offer. To work around this phenomenon, several regional banks of the Group Caisse d'Epargne branched into recruitment by simulation, to assess the performance of job candidates and not their diplomas.

Other companies develop their training devices. The position and seven banking groups, including HSBC, participated in the creation of Handiformabanque, an association form to the Bank trades. Suez, La Poste, SFM, Macif, and EADS argue also the creation of a Chair of diversity at Dauphine including to educate students.

Because once the disabled employee is hired, its inclusion is not always of itself. "In the case where the State of health requires medical constraints, disability can become a support, which requires an enlightened management", said Christine Bargain, Director of project diversity and disability of the position. Business pioneers, such as Areva, are therefore the maintenance of these populations in their position. Their efforts are in addition to daily work of awareness of the employees. Posters to the intranet through the rewards or the training, all means are good to change the looks. The position, for example, created internally a trophy to distinguish teams to facilitate the accessibility of employees with disabilities in the company. For its part, the Sodexo catering company offers training at base of theatre to explain, among other things, how to behave in an interview with a person with a disability. "By our action, we hope also reassure the people who have a disability." "Because they have any interest to say," explains Brigitte Dormion, in charge of Sodexo diversity. Indeed, relativizes Jérôme Adam, co-founder of the Easylife Board: "disability, it is a constraint to handle, as can be a manager irascible.". Must be out of the conventional thinking.

For Philippe Lengrand, Deputy Secretary General of the CFDT Ile-de-France in charge of disability: "the great battle should be lead today in the companies of 20 to 100 employees." In France, they would be 27,000 to be initiated no action on the subject. Already, the Agefiph, which collects the contributions of the companies, responds that they initiate a process: "When a first action is carried out, another result", said Tanguy De Chéné, President of the Agefiph.

But the road is still long: disabled workers represent only 4,5 of the workforce of the private sector and their unemployment rate is 17, or more than twice the average national.