How can we promote the inclusion of disabled people in the world of work?

What is SEEPH and how does it promote the inclusion of disabled people?

The SEEPH, or European Week for the Employment of People with Disabilities, is an annual event designed to raise awareness and involve all players in society in the issue of disability in the workplace.

Who organizes SEEPH and when?

Created 26 years ago, SEEPH takes place every year in November in several European countries. In France, it is co-organized by LADAPT, Agefiph and FIPHFP, three organizations working to promote the professional integration of people with disabilities.

What’s its role?

SEEPH offers a wide range of events to bring together companies, politicians, associations, the media and jobseekers with disabilities. These events include

• HandiMouv’Emploi: a scheme enabling people with disabilities to discover different professions and sectors of activity through company visits, workshops and mock interviews.
• Forums: areas for exchange and recruitment, where candidates can meet potential employers, submit their CVs or take part in themed conferences.
• Handi2day: a virtual recruitment fair where candidates can apply online and be interviewed by telephone or chat with recruiters.
• HandiRéseaux: a collaborative platform that brings together players in the employment and disability sectors to share experiences, best practices and job offers.

The objectives of the awareness campaign

In this way, the SEEPH helps to promote the inclusion of disabled people in the world of work, by highlighting their skills, talents and potential. It also raises employers’ awareness of the benefits of diversity and accessibility, as well as of existing assistance and support mechanisms. Finally, it helps to change mentalities and representations of disability, by showing that people with disabilities are full-fledged players in society.

Key concepts relating to the inclusion of people with disabilities

The inclusion of people with disabilities is a major challenge for the respect of human rights, sustainable development and social cohesion. To understand and promote this inclusion, it is important to master certain key concepts related to disability.

Definition of disability

Disability is a situation of interaction between a person and his or her environment that limits participation in society. According to the UN Convention on the Rights of Persons with Disabilities, adopted in 2006, persons with disabilities are those who have long-term physical, mental, intellectual or sensory impairments which, in interaction with various barriers, may hinder their full and effective participation in society on an equal basis with others.

What about diversity?

Diversity is ” recognizing and respecting differences between individuals and social groups “. Diversity implies valuing the richness of everyone’s identities, cultures, experiences and skills, without discrimination or stigmatization. It is a factor of social cohesion and sustainable development. Yet diversity is often threatened or ignored in our society. Inequality, prejudice, violence and exclusion affect many people because of their origin, gender, sexual orientation, disability or religion.

These attacks on diversity are detrimental to society as a whole, reducing opportunities, freedoms and rights for everyone. They undermine social cohesion, solidarity and peace. They hinder innovation, creativity and progress. To promote diversity, we need to act on several fronts:

• Raising awareness and educating people about diversity from an early age,
• Combating all forms of discrimination and guaranteeing equal opportunities for all,
• Promote intercultural dialogue and mutual respect between different communities,
• Encourage the participation and expression of all citizens in public life,
• Recognize and promote the talents and skills of everyone in the workplace,
• Support initiatives that celebrate diversity in culture, sports and associations.

Recognizing and combating discrimination

Discrimination is ” any distinction, exclusion, restriction or preference based on any ground whatsoever which has the purpose or effect of nullifying or impairing the recognition, enjoyment or exercise, on an equal footing, of human rights and fundamental freedoms in the political, economic, social, cultural or any other field of public life. “. It can be direct or indirect, intentional or unintentional, and can affect people with disabilities on the basis of their disability or other characteristics (gender, age, origin, etc.).

Discrimination is unequal treatment based on a criterion prohibited by law, such as gender, age, origin or disability, and can occur at any stage of the employment relationship, whether during recruitment, appraisal, promotion or dismissal.

It is detrimental to the company, which deprives itself of talent, diversity and performance. It is therefore punishable by law, and can result in civil and criminal penalties for the employer. French law recognizes 25 criteria for discrimination, and provides for criminal and civil penalties for perpetrators.

Human resources managers have a key role to play in recognizing and combating all forms of discrimination. Their role is to :

• Ensure that the principle of equal treatment is respected in all personnel-related decisions,
• Raising awareness and training managers and employees in the risks and challenges of non-discrimination,
• Implement transparent, objective procedures for recruitment, assessment and career management,
• Promoting social dialogue and conflict prevention,
• Accompany and protect victims of discrimination, offering them legal and psychological support,
• Cooperate with the competent authorities in the event of a complaint or inspection.

Accessibility: how to guarantee it for all?

Accessibility is ” enabling people with disabilities to live independently and participate fully in all aspects of life. “. Accessibility concerns the physical environment, transport, information, communication, public and private services. It therefore implies that people with disabilities should be able to access the physical environment, transport, information and communication, as well as public and private services. This requires the elimination of obstacles and barriers that hinder the inclusion of people with disabilities.

It is a fundamental right for people with disabilities, recognized by the Convention on the Rights of Persons with Disabilities. It is also a factor in social cohesion, equal opportunity and sustainable development. However, accessibility for the disabled remains a major challenge in our society.

Numerous obstacles and barriers prevent people with disabilities from gaining access to education, employment, culture, sport, leisure, health and citizenship. These obstacles may be architectural, technical, regulatory, economic, cultural or attitudinal in nature, and to guarantee accessibility for all, we need to act on several levels:

• Raising awareness and training public and private players in accessibility issues,
• Apply and reinforce accessibility standards and rules in all areas,
• Accompany and support initiatives that promote accessibility,
• Monitor and penalize breaches of accessibility,
• Involve and consult people with disabilities in the design and evaluation of accessibility policies.

Implementing inclusion in society

Inclusion is ” the process by which a society adapts to include people with special needs in its mainstream social systems “. It aims to guarantee respect for the rights, participation and citizenship of people with disabilities. It involves the mobilization of all players in society (State, local authorities, companies, associations, media, citizens, etc.).

Inclusion is based on the principle of non-discrimination and on taking into account the specific needs of people with disabilities. Implementing inclusion in society therefore requires action in a number of areas:

• Promote universal accessibility to the physical environment, transport, information, communication, public and private services,
• Promoting inclusive education, which enables students with disabilities to attend schools adapted to their needs and aspirations,
• Facilitating professional integration, enabling people with disabilities to access quality employment and benefit from personalized support,
• Supporting independent living, which enables people with disabilities to choose where and how they live, and to have access to the necessary aids,
• Encourage social participation, enabling people with disabilities to get involved in public and community life, and to take advantage of cultural, sporting and leisure activities,
• Strengthen social protection, enabling people with disabilities to receive benefits adapted to their situation and resources,
• Raising awareness and educating people about the diversity and richness of people with disabilities, and combating prejudice and stereotypes.

The benefits of disability inclusion for business and society

The inclusion of people with disabilities is a major challenge for economic and social development. Indeed, over a billion people worldwide are disabled, representing around 15% of the world’s population.

They often face obstacles and discrimination that limit their access to education, employment, health, culture and citizenship. Yet these people have skills, talents and aspirations that can enrich both society and business.

Inclusion of people with disabilities, an asset for companies

Numerous studies have shown that including people with disabilities in the world of work has advantages for companies:

• Attracting talent: by focusing on skills rather than prejudices, companies can access a pool of qualified, motivated candidates.
• Stimulate innovation: employees with varied backgrounds bring different, creative perspectives to solving problems and meeting customer needs.
• Improveengagement and loyalty: employees who feel included and respected show greater loyalty, satisfaction and productivity.
• Strengthen brand image: consumers and partners appreciate companies that are genuinely committed to diversity and social responsibility.

Inclusion of people with disabilities, a lever for society

Beyond the benefits for companies, the inclusion of people with disabilities also contributes to the progress of society as a whole, by enabling :

• Guarantee human rights: the inclusion of people with disabilities is a moral and legal obligation, in line with the Convention on the Rights of Persons with Disabilities adopted by the UN in 2006.
• Reduce poverty: the inclusion of people with disabilities fosters their financial independence and social participation, reducing their vulnerability and dependence.
• Promote social cohesion: the inclusion of people with disabilities strengthens respect for diversity, intercultural dialogue and solidarity between citizens.

Concrete examples of good practice and success in the field of inclusion

Numerous initiatives have been set up by public and private players to facilitate the inclusion of disabled people in society and in companies. Here are just a few examples:

• In 2020, the French government launched a strategy for an inclusive society, which aims to make the republican pact a reality for the benefit of all, to leave no person or family without support, to respect people’s dignity by providing the means for autonomy, and to simplify administrative formalities.
• In 2016, the International Labor Organization (ILO) published a practical guide to the inclusion of people with disabilities in the private sector, offering advice and examples to help employers recruit, train, retain and promote employees with disabilities.
• IBM has set up a worldwide program for the integration of people with disabilities, based on three pillars: a policy of equal opportunities, an inclusive corporate culture and a range of accessible products and services.
• In 2014, Sodexo set up an internal network dedicated to disability, bringing together over 300 volunteer employees who raise awareness among their colleagues, coach managers and support disabled employees.
• In 2012, Repsol developed a project to normalize the presence of disabled employees within the company, which involves integrating disabled people under the same conditions as other employees, without stigmatizing or isolating them.

How can we promote the inclusion of disabled people in the world of work?

The inclusion of disabled people in the world of work is both a challenge and an opportunity for employers and employees alike. Indeed, disabled people have rights and needs, but also skills and potential that can bring added value to companies and society.

To promote the inclusion of disabled people in the world of work, we need to take into account legal, organizational, human and technical aspects, and draw on useful resources and links to specialized sites and organizations.

Legal aspects of disability inclusion

Employers are legally obliged to employ at least 6% of disabled people in their workforce, on pain of paying a contribution to Agefiph (Association de gestion du fonds pour l’insertion professionnelle des personnes handicapées) or FIPHFP (Fonds pour l’insertion des personnes handicapées dans la fonction publique).

They must also respect the principle of non-discrimination in hiring and in the careers of disabled people, and pay for the necessary adjustments to their workstations. Disabled employees are entitled to personalized support from specialized services such as Cap Emploi, Pôle emploi or local missions. They can also apply for recognition of their status as disabled workers (RQTH) from the departmental disabled people’s office (MDPH), to gain access to certain employment or training assistance schemes.

Organizational aspects

Employers must put in place a policy for the inclusion of people with disabilities that involves all company players: management, managers, employees, staff representatives, social partners… This policy must be based on a positive and inclusive vision of disability, which values the skills and talents of people with disabilities and recognizes diversity as an asset.

It must also be broken down into concrete, measurable actions designed to facilitate the recruitment, integration, job retention and career development of people with disabilities. These actions may concern, for example:

raising awareness and training employees in disability issues, appointing a disability representative, signing an agreement or action plan to promote the employment of disabled people, creating an internal network to support disabled employees, taking part in external events or initiatives on the subject…

Human aspects

Employers must create a climate of trust and respect between employees, whether disabled or not. They must encourage dialogue and listening in order to identify the needs, expectations and aspirations of disabled people and offer them appropriate support. They must also encourage cooperation and solidarity between teams to create a positive and inclusive collective dynamic.

Employees must adopt a benevolent and open attitude towards people with disabilities. They must avoid prejudice, stereotypes and discrimination, which can damage their self-esteem and performance. They must also be attentive to warning signals that may indicate a situation of ill-being or suffering at work for a disabled person, and offer him or her help or support.

Technical aspects

Employers must ensure that physical working conditions are adapted to the needs and abilities of disabled people. They must make reasonable adjustments to the workstation, which may involve, for example:

equipment, tools, software, working hours, work organization, travel, etc. These adaptations must be defined in consultation with the disabled person, and with the possible assistance of an ergonomist or occupational physician.

They must be reviewed regularly to take account of changes in the disabled person’s situation. Employees must familiarize themselves with the facilities provided for the disabled and respect their use.

They must also be trained in the gestures and postures required to prevent disability-related occupational hazards.

There are many useful resources and links to specialized sites and organizations that can provide information, advice, tools and support to further the inclusion of people with disabilities in the world of work.

Here are a few examples:

• The Agefiph website offers practical guides, fact sheets, testimonials, training and financial aid to encourage the employment of disabled people in the private sector.
• The FIPHFP website offers similar services for the public sector.
• The ILO website presents a practical guide to the inclusion of people with disabilities in the private sector, offering advice and examples to help employers recruit, train, retain and promote disabled employees.
• The UN website presents the Disability Inclusion Strategy, which provides a basis for sustainable progress and transformation in mainstreaming disability in all aspects of UN action.
• On the MDPH website, you can find the contact details of the nearest departmental home for disabled people, and apply for the RQTH or disability compensation benefit.
• The website of the Inclusion et Faire Ensemble collective presents a booklet listing good practices that promote the inclusion of people in precarious situations, and those that can hinder it.

The inclusion of disabled people in the world of work is a major challenge for employers and employees alike. It offers benefits for both companies and society, but it also requires consideration of legal, organizational, human and technical aspects.

To promote the inclusion of disabled people in the world of work, we need to draw on useful resources and links to specialized sites and organizations.

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