The principle of inclusion
What is professional inclusion?
Professional inclusion is a concept that aims to ensure the integration of all people within the company, regardless of their differences, whether linked to culture, gender, age, or disability. This makes it possible to create a fair working environment, where each person can optimally contribute. To ensure professional inclusiveness, it is important to put in place appropriate policies and practices, especially in the areas of recruitment, career management and training.
How can we improve the inclusiveness of people with disabilities?
People with disabilities may face physical, social, and cultural barriers in their professional lives. It is therefore important to put in place specific measures to facilitate their integration and retention in employment. These measures include the establishment of reasonable accommodations to allow these people to work in the best conditions, the awareness-raising of work colleagues about the issue of disability, and the establishment of action plans for digital accessibility.
The difference between diversity and inclusion
What is diversity and how can it be measured?
Diversity is a concept that encompasses all differences between individuals, whether related to age, gender, culture, or disability. Measuring diversity in companies makes it possible to ensure that all profiles are represented, and thus guarantee an equitable representation of society in the company. However, diversity is not enough to guarantee professional inclusiveness. It also requires the establishment of appropriate policies and practices, as well as the awareness of all company employees.
How to create an inclusive environment for all employees?
For create an environment inclusive for all employees, it is important to put in place policies and practices that guarantee fair treatment between all profiles. This may involve the implementation of training courses for managers and employees, the implementation of adapted recruitment policies, the guarantee of physical and digital accessibility, or the implementation of specific action plans for people with disabilities.
HR practices to create an inclusive corporate culture
Succeed in your CSR approach
Corporate Social Responsibility (CSR) is a major challenge for companies that want to guarantee their sustainability and performance over the long term. Succeeding in your CSR approach involves taking into account the challenges of professional inclusion, in particular the inclusiveness of people with disabilities. This requires the implementation of specific HR practices, such as promoting diversity and equal opportunities, but also digital accessibility, the training of all employees to the challenges of inclusion or even the awareness of managers and teams.
Effectively integrate inclusion into your HR & QWL strategy
The professional inclusion of people with disabilities is also an increasingly important issue for businesses. According to a study conducted by the French government, the unemployment rate for people with disabilities is twice the national average, and this despite an increase in the number of disabled workers in companies. By engaging in an inclusive approach, companies can therefore act in favor of diversity, equal opportunities and solidarity. They can also benefit from positive impacts, both in terms of their brand image and their performance. Indeed, an inclusive company can benefit from better attractiveness among candidates, greater motivation and involvement of employees, as well as better creativity and innovation thanks to the diversity of profiles and experiences. To succeed in their CSR approach in terms of professional inclusion, companies can implement several effective HR practices. Businesses can also integrate professional inclusion into their HR strategy and their quality of life at work (QWL) approach. This includes taking into account the needs of workers with disabilities in recruitment, training and career management policies, but also implementing awareness-raising actions for managers and teams.Finally, the physical accessibility of premises and work equipment is also an important issue in promoting the professional inclusion of people with disabilities. This may involve specific arrangements (access ramps, elevators, etc.) or the establishment of procedures to facilitate the reception and support of workers with disabilities.
The challenges of digital accessibility for people with disabilities
Apart from physical accessibility, there is also a digital accessibility issue for people with disabilities. This may include, for example, setting up assistive software or verifying the accessibility of communication materials, such as websites or internal documents. In concrete terms, this means that businesses must ensure that their website, mobile application, internal communication tool, etc., are accessible to everyone, including people with disabilities. To do this, they can refer to the international standard WCAG (Web Content Accessibility Guidelines), which defines accessibility criteria for web content. Digital accessibility does not only concern people with disabilities, but also the elderly, the visually impaired or those who have reading problems. Indeed, a clear and easy-to-use interface allows all users to navigate more easily on a site or application. Digital inclusion is therefore a crucial issue for the accessibility and participation of all employees in the life of the company. It contributes to strengthening the engagement and retention of employees, especially workers with disabilities, by empowering them to work in an inclusive environment.In addition, the establishment of accessible digital tools is a competitive factor for businesses, as it allows them to expand their audience and potential customers. Indeed, people with disabilities represent an important market, estimated at more than 15% of the world population. Businesses that are committed to digital accessibility therefore have a definite competitive advantage over those that do not.
In conclusion, the success of a CSR approach to professional inclusion involves implementing effective HR practices to promote diversity, equal opportunities and accessibility. Starting with the Week of Joy Challenge for example!
Companies can thus contribute to creating an inclusive and efficient corporate culture, while acting in favor of the solidarity and well-being of all their employees. The QVT 2023 Challenge — Semaine de la Joie, organized by OuiLive and Café Joyeux, is an initiative that has the dual objective of raising awareness among employees about professional inclusion and offering companies a unique opportunity to strengthen cohesion between employees while supporting an impact project. The QVT 2023 Challenge — Semaine de la Joie is a collective adventure open to all, which combines fun and active challenges, inspiring conferences and a commitment to inclusion.Do not wait any longer to register and spread joy at work!
