Whether it concerns legal obligations, boosting your performance, or promoting a good working environment, the inclusion of people with disabilities is a major issue for the company. In this article, we explain to you the advantages for all of including people with disabilities, whatever they may be.
The inclusion of people with disabilities: many advantages
Overall, theinclusion has many advantages for the company. More specifically, let’s see together the benefits ofinclusion of people with disabilities.
Comply with the legal framework
And yes, it is first of all a legal obligation. The French Labor Code requires any company with at least 20 employees to employ people with disabilities in a proportion of 6% of the total workforce. The employment obligation concerns all employees regardless of the nature of their contract. If the employer does not respect this obligation, he will have to pay an annual contribution.
Provide a better working environment
In fact, providing an inclusive work environment benefits all employees. By implementing a inclusion process, you provide your teams with a working environment in which they can flourish together. You thus allow your talents to express all their richness and their creativityand thus to favor a plurality of points of view andinnovation opportunities. This approach will also help you strengthen your teams’ sense of belonging and pride. In short, you increase the welfare of your troops and the competitiveness of your organization.
Engage socially
Is CSR part of your intrinsic values? So show it to your teams and stakeholders. By creating an inclusive environment, you strengthen your commitment and help reduce the unemployment rate for people with disabilities. This is indeed much higher than for the so-called able-bodied French population.
Gain in attractiveness
When a company is inclusive, it is known, and it attracts talent. Indeed, more and more young graduates no longer want to separate their values from those of the company. The inclusion of people with disabilities also means attracting new talent to gain in competitiveness. Indeed, cognitive biases still too often prevent human resources from recruiting disabled talent, thus depriving themselves of the skills they can bring to the company.
Inclusion: the types of disabilities to take into account
According to the activity report 2021 of Agefiph, 85% of disabilities are acquired during life, between the ages of 18 and 64. This means that beyond the need to be inclusive for the talent with disabilities you will recruit, you must also anticipate the disabilities that your employees could acquire during their career in your organization. There are different types of disabilities.
Visual impairment: Loss of visual acuity up to blindness. In France, 5% of the active population suffers from visual impairment.
Hearing impairment: Total or partial hearing loss. 25% of French adults are affected by some form of hearing loss. 4% are affected by a disabling form.
Physical disability : Difficulties in moving, maintaining or changing position, performing certain gestures and sometimes difficulty speaking.
Psychic disability: Preservation of intellectual capacities but possibilities of relational difficulties, difficulties of concentration, great variability in the possibility of using one’s capacities… Burn-out, bipolar or depressive disorders, obsessive neuroses are examples of mental illnesses can lead to mental handicap.
Handicap mental : Difficulty understanding and limiting the speed of mental functions.
Disabling diseases: Often invisible, they imply a restriction of activity. This may relate to the person’s motor skills, the amount or intensity of the work they can do, or the time needed to complete the activity.
Do you want to set up or strengthen your inclusion process? We have just the training you need.
