Disability inclusion, solidarity purchases, employment opportunities, people with disabilities, E&C France, continuous improvement project
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Abstract
Discover how E&C France's continuous improvement project aims to strengthen its policy of solidarity purchases and promote the recruitment and retention of people with disabilities in employment. Learn about the challenges, objectives, and strategies employed to break down barriers and foster a culture of inclusion.
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[...] My missions were in line with the actions already undertaken to promote diversity in employment within the company. The latter is committed to making the integration of disability in the company a reality for each employee. This commitment has been reflected since 2007 in successive agreements that have advanced our policy of welcoming, maintaining and developing the careers of people with disabilities; our employment rate for people with disabilities at E&C France has thus risen from 1.75% in 2007 to 3.1% in 2018. [...]
[...] I thus launched a recruitment campaign, after having identified the targets of this campaign, such as schools and specific training organizations. Thanks to the collaboration of the 'handi welcoming team', it was possible to establish the type of easily integrable disability, depending on the mission that will be entrusted to the recruited person. A pre-selection of applicants was made in order to establish a proposal of several candidates to the tutors who were the most in line with the sought-after profile. [...]
[...] The objective was to increase the recruitment rate of alternates and interns, with disabilities, and to transform at least 2 of these contracts into fixed-term or permanent contracts. Actions were taken within the framework of the tutoring. A campaign of awareness-raising made it possible to highlight the issues related to internship and training contracts. This internal communication also made it possible to sensitize non-involved managers. A census of voluntary tutors and needs provided me with a more precise vision of the actions to be taken. [...]
[...] The 'Indirect Employment Rate'. The objective of this challenge was to increase the number of supply contracts (purchase of equipment) and the rate of use of subcontracting with establishments that promote the employment of people with disabilities. Prior to any action, I had to assess the current situation. Therefore, I carried out a data collection. To do this, in collaboration with the managers, the needs were listed. In parallel with this prospecting, one of my tasks was to promote this action to the managers, in order to raise their awareness of the value of such a partnership. [...]
[...] - Through ambassadors: multiply information actions and respond to various questions. Manage and collaborate with these relays. - Develop a work culture with disabled colleagues, raise awareness of the potential of these people among other employees (work on prejudices related to disability and highlight successes through internal communication). 3. The problem. Today, a significant part of the population suffers from a disability, so that many people remain excluded from the labor market. In fact, the employment rate of people with disabilities is significantly lower than that of people without disabilities. [...]
