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

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

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

Who organizes and when does the SEEPH take place?

Created 26 years ago, SEEPH takes place every year in November in several European countries. It is co-organized in France by LADAPT, The Agefiph And the FIPHFP, three organizations that work for the professional integration of people with disabilities.

What is its role?

SEEPH offers numerous events to promote meetings between companies, politicians, associations, the media and job seekers with disabilities. These events include:

HandiMouv'Emploi : a device that allows people with disabilities to discover different jobs and sectors of activity through company visits, workshops or simulated interviews.

Forums : exchange and recruitment spaces where candidates can meet potential employers, submit their CVs or participate in thematic conferences.

Handi2Day : a virtual recruitment fair that allows candidates to apply online and interview by phone or chat with recruiters.

HandiNetworks : a collaborative platform that connects employment and disability actors to share their experiences, best practices and job offers.

The objectives of the awareness-raising campaign

SEEPH thus contributes to promote the inclusion of people with disabilities in the world of work, by valuing their skills, talents and potentials. It also makes it possible to make employers aware of the benefits of diversity and accessibility, as well as the existing support and support mechanisms. Finally, it contributes to changing mentalities and representations about disability, by showing that people with disabilities are fully-fledged actors in society.

Key concepts related 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 some key concepts related to disability.

Definition of disability

Disability is a situation of interaction between a person and their environment that limits their participation in life in society. Disability is not an intrinsic characteristic of the person, but the result of a lack of accessibility and adaptation of their environment.According to the Convention on the Rights of Persons with Disabilities adopted by the UN in 2006, persons with disabilities are those who have long-lasting physical, mental, intellectual or sensory disabilities that, 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 means valuing the richness of each person's identities, cultures, experiences and skills, without discrimination or stigma. It is a factor of social cohesion and sustainable development. However, diversity is often threatened or ignored in our society. Inequalities, prejudices, violence and exclusion affect many people because of their origin, gender, sexual orientation, disability or religion.

These attacks on diversity are harmful to society as a whole. They reduce the opportunities, freedoms and rights of everyone. They are harmful to living together, to solidarity and to peace. They hold back innovation, creativity and progress. To promote diversity, it is therefore necessary to act on several areas of improvement:

Raise awareness and educate about diversity from an early age,

To combat all forms of discrimination and to ensure equal opportunities for all,

Promote intercultural dialogue and mutual respect between different communities,

Encourage the participation and expression of all citizens in public life,

Recognizing and valuing the talents and skills of everyone in the world of work,

Support initiatives that celebrate diversity in the cultural, sporting or associative fields.

Discrimination: recognizing and combating it

Discrimination is” any distinction, exclusion, restriction or preference based on any ground which has the object or effect of destroying or impairing the recognition, enjoyment or exercise, on an equal basis, of human rights and fundamental freedoms in political, economic, social, cultural or any other field of public life ”. It can be direct or indirect, intentional or not, and can affect people with disabilities based on 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 take place at any point in the employment relationship, whether during recruitment, evaluation, promotion, or dismissal.

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

To recognize and combat all forms of discrimination, human resources managers have a key role to play. Their roles are to:

Ensure respect for the principle of equal treatment in all personnel decisions,

Raise awareness and train managers and employees about the risks and challenges of non-discrimination,

Establish transparent and objective procedures for recruitment, assessment and career management,

Promote social dialogue and the prevention of conflicts,

Accompany and protect victims of discrimination, by offering them legal and psychological support,

Cooperate with the competent authorities in the event of a complaint or control.

Accessibility: how can it be guaranteed for all?

Accessibility is” the fact that people with disabilities can 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 can access the physical environment, transport, information and communication, as well as public and private services. This requires the removal of barriers and barriers that hinder the inclusion of people with disabilities.

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

Many obstacles and barriers prevent people with disabilities from accessing education, employment, culture, sport, leisure, health, and citizenship. These obstacles may be architectural, technical, regulatory, economic, cultural or behavioural. To ensure accessibility for all persons with disabilities, action must therefore be taken at several levels:

Raise awareness and train public and private actors on the issue of accessibility,

Applying and strengthening accessibility standards and regulations in all areas,

Accompany and support initiatives that promote accessibility,

Control and punish accessibility breaches,

Involve and consult people with disabilities in the design and evaluation of accessibility policies.

Implement inclusion in society

Inclusion is” the process by which a society adapts to be able to include people with special needs in its general social systems ”. It aims to ensure respect for the rights, participation and citizenship of people with disabilities. It involves the mobilization of all actors in society (State, local authorities, businesses, 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. To implement inclusion in society, action must therefore be taken in several areas:

Promote universal accessibility to the physical environment, transport, information, communication, public and private services,

Promote inclusive education, which allows students with disabilities to follow a school adapted to their needs and aspirations,

Facilitate professional integration, which allows people with disabilities to access quality employment and to benefit from personalized support,

Support independent living, which allows people with disabilities to choose their place and lifestyle, and to have the necessary assistance,

Encourage social participation, which allows people with disabilities to get involved in public and community life, and to take advantage of cultural, sports and leisure activities,

Strengthen social protection, which allows persons with disabilities to benefit from benefits adapted to their situation and resources,

Raise awareness and train the population about the diversity and wealth of people with disabilities, and fight against prejudices and stereotypes.

The benefits of the inclusion of persons with disabilities for businesses and for society

The inclusion of people with disabilities is a major challenge for economic and social development. Indeed, people with disabilities represent more than one billion people in the world, about 15% of the world's population. They often face barriers and discrimination that limit their access to education, employment, health, culture and citizenship. However, these people have skills, talents, and aspirations that can enrich society and businesses.

The inclusion of people with disabilities, an asset for businesses

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

Attracting talent: by focusing on skills rather than biases, businesses can access a pool of qualified and motivated candidates.

Stimulate innovation: employees with diverse experiences bring diverse and creative perspectives to solve problems and meet customer needs.

Improving engagement and loyalty: employees who feel included and respected show more loyalty, satisfaction, and productivity.

Strengthen brand image: consumers and partners value businesses that are genuinely committed to diversity and social responsibility.

The inclusion of people with disabilities, a lever for society

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

To guarantee human rights: the inclusion of persons with disabilities is a moral and legal obligation, in accordance with the Convention on the Rights of Persons with Disabilities adopted by the UN in 2006.

To reduce poverty: the inclusion of people with disabilities promotes their financial independence and social participation, which reduces their vulnerability and dependence.

To promote social cohesion: the inclusion of people with disabilities reinforces respect for diversity, intercultural dialogue and solidarity between citizens.

Concrete examples of good practices and success stories in inclusion

Numerous initiatives have been put in place by public and private actors to facilitate the inclusion of people with disabilities in society and in businesses. Here are a few examples:

In 2020, the French government launched a strategy for an inclusive society, which aims to implement the republican pact for the benefit of all, to leave no person or family without support, to respect the dignity of people by providing the means for autonomy and to simplify administrative formalities.

In 2016, the International Labour Organization (ILO) published a practical guide on the inclusion of persons with disabilities in the private sector, which offers tips and examples to help employers recruit, train, retain and promote employees with disabilities.

IBM has established a global program for the integration of people with disabilities, based on three pillars: an equal opportunities policy, an inclusive corporate culture, and an offer of accessible products and services.

In 2014, Sodexo created an internal network dedicated to disability, which brings together more than 300 volunteer employees who raise the awareness of their colleagues, support managers and support employees with disabilities.

In 2012, Repsol developed a project to standardize the presence of disabled employees in the company, which consists in integrating disabled people in the same conditions as other employees, without stigmatizing or isolating them.

The inclusion of people with disabilities in the world of work is a challenge but also an opportunity for employers and employees. Indeed, people with disabilities have rights, needs, but also skills and opportunities that can bring added value to businesses and society. To promote the inclusion of persons with disabilities in the world of work, legal, organizational, human and technical aspects must be taken into account and supported by useful resources and links to specialized sites or organizations.

Legal aspects of the inclusion of people with disabilities

Employers have a legal obligation to employ at least 6% of disabled people in their workforce, under penalty of paying a contribution to Agefiph (Association for the management of the fund for the professional integration of disabled persons) or to the FIPHFP (Fund for the integration of disabled persons in the public service). They must also respect the principle of non-discrimination in the hiring and career of persons with disabilities and take care of the necessary adjustments to their workplace. Employees with disabilities have the right to benefit from personalized support by specialized services such as Cap Emploi, Pôle Emploi or local missions. They can also request recognition of the status of disabled worker (RQTH) from the Departmental House for Persons with Disabilities (MDPH) to access certain employment or training assistance systems.

Organizational aspects

Employers must put in place a policy for the inclusion of people with disabilities that involves all actors in the company: 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 which recognizes diversity as an asset. It must also be broken down into concrete and measurable actions, which aim to facilitate the recruitment, integration, retention and professional development of persons with disabilities. These actions may concern, for example: raising awareness and training employees about disability, setting up a disability advisor, signing an agreement or an action plan in favor of the employment of disabled people, the creation of an internal network to support disabled employees, the creation of an internal network to support disabled employees, participation in events or external initiatives on the subject...

The human aspects

Employers must ensure that they create a climate of trust and respect between employees, regardless of whether they are disabled or not. They must promote dialogue and listening in order to identify the needs, expectations and aspirations of people with disabilities and offer them appropriate support. They should also encourage cooperation and solidarity between teams to create a positive and inclusive collective dynamic. Employees must adopt a caring and open attitude towards people with disabilities. They should avoid prejudices, stereotypes, and discrimination that can damage their self-esteem and performance. They should also pay attention to warning signs that may indicate a situation of discomfort or suffering at work for a person with a disability and offer them help or support.

Technical aspects

Employers must ensure that material working conditions are adapted to the needs and abilities of persons with disabilities. They must make reasonable adjustments to the workplace, which may concern, for example: equipment, tools, software, schedules, work organization, travel... These arrangements must be defined in consultation with the disabled person and with the possible help of an ergonomist or an occupational physician. They should be revised regularly in accordance with the evolution of the disabled person's situation. Employees must be familiar with the facilities put in place for people with disabilities and respect their use. They must also be trained in appropriate gestures and postures to prevent occupational risks related to disability.

To go further in the process of including people with disabilities in the world of work, there are numerous useful resources and links to specialized sites or organizations that can provide information, advice, tools or support. Here are a few examples:

The Agefiph site offers practical guides, technical sheets, testimonies, training and financial aid to promote the employment of people with disabilities in the private sector.

The FIPHFP site offers similar services for the public sector.

The ILO website offers a practical guide on the inclusion of persons with disabilities in the private sector, which offers tips and examples to help employers recruit, train, retain and promote employees with disabilities.

The UN website presents the Disability Inclusion Strategy, which provides a basis for promoting sustainable progress and transformations in mainstreaming disability in all components of UN action.

The MDPH website allows you to find the contact details of the nearest departmental house for disabled people and to apply for an RQTH or disability compensation benefit.

The site of the Inclusion and doing together collective presents a booklet that lists good practices that promote the inclusion of people in precarious situations and those that can slow it down.

The inclusion of people with disabilities in the world of work is a major challenge for employers and employees. It has benefits for businesses and for society, but it requires legal, organizational, human and technical aspects to be taken into account. Promoting the inclusion of persons with disabilities in the world of work requires the use of useful resources and links to specialized sites or organizations.

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