From November 20 to 26, 2023 is European Week for the Employment of People with Disabilities. A reminder that the inclusion of people with disabilities is a major challenge for companies.
Wide gaps in access to employment in Europe
In Europe, around 87 million people suffer from some form of disability. According to the European Parliament, the employment rate for disabled people in the European Union is 50.8% for those aged 20-64, compared with 75% for non-disabled people[1].
To remedy these major discrepancies, member states have introduced more or less restrictive legislation to make their labor markets more inclusive. Some, like France and Germany, have opted for an approach based on quotas and compulsory employment, with legislation that is binding on companies. Other countries, such as Denmark and Sweden, have opted for a rights-based approach based on the principle of non-discrimination.
3.6% of workers in France are disabled
In France, the employment rate for disabled people will be 44% in 2022, compared with 73% for the general public, i.e. a 29% gap in employment between disabled and non-disabled people. [2].
In 2020, almost 1 million people with disabilities were in work, representing 3.6% of all people in employment. Under Law 2018-771 of 5 September 2018, the employment rate for people with disabilities is set at 6% of a company’s workforce.
A complex and sensitive issue
People with disabilities often face additional barriers to employment, and it is important that we continue to work together to improve their inclusion in society.
European companies encourage the employment of disabled workers by implementing measures to promote their professional integration. These measures include non-discrimination, workplace adaptation, public employment services, accessibility, financial incentives and EU funding [2].
Oney’s commitment to inclusion
At Oney, we are convinced that diversity is a strength and equal opportunities a responsibility. We bring diversity to life within the company by seeking to reflect our societies and rejecting all forms of discrimination. Promoting the professional integration and continued employment of people with disabilities is a key part of our HR ambitions. Thanks to all the actions undertaken over the last few years, in 2022, the employment rate of employees recognised as RQTH at Oney SA will be 6.10%, almost double the average rate in France.
Concrete actions
We have implemented an inclusive recruitment policy and are a signatory to the agreement on professional equality and quality of life at work.
We systematically duplicate the workstation set-up at home so that employees with disabilities can enjoy the same working conditions at home as at the office during their remote working days.
In January 2024, for the first time, we will be offering the TADEO solution to 2 hearing-impaired employees with disabilities.
At Oney, everyone has a role to play, has the same opportunities and is treated fairly. We are driven by this conviction internally.
Manuel Lekieffre, Head of Employee Experience at Oney
Promoting the professional integration and job retention of people with disabilities is therefore a key part of our HR ambitions.
What is the RQTH rate?
Recognition of the status of “Disabled Worker” (RQTH in French) gives access to a range of measures designed to promote the professional integration and job retention of people with disabilities, like for example: adapting the workstation (ergonomic chair, adapted equipment, etc.), accessing assistance to facilitate professional development (skills assessments, training, etc.), taking early retirement, etc.
They talk about it
Véronique: between transparency and trust
“In 2015, I was diagnosed with Meniere’s disease, the causes of which we don’t really know, but we do know that fatigue and stress are aggravating factors. The many attacks of vertigo that followed severely impaired the hearing in my left ear. I became hard of hearing and had to be fitted with a hearing aid, but apart from when I ask people to repeat themselves, it remains invisible.
In 2015, I was diagnosed with Ménière’s disease, the causes of which we don’t really know, but we do know that fatigue and stress are aggravating factors. The many attacks of vertigo that followed severely impaired the hearing in my left ear. I became hearing-impaired and had to be fitted with a hearing aid, but apart from when I ask people to repeat themselves, it remains invisible.
The transparency and trust that have been built up in the team have enabled me to talk freely about it to my close colleagues and my manager.
In 2017, Oney’s HR department informed me about the new agreement on the Generation Contract: at my age, if I was recognised as a Disabled Worker, I could benefit from certain advantages (maintaining pension rights on a full-time basis by switching to 80% part-time, reorganisation of working hours, adapted workstation equipment). So I decided to apply for RQTH recognition to benefit from this contract. I was able to organise my working hours with a day off on Wednesdays, and I also received an adapted chair to relieve the pain in my spine. ” Véronique CAILLET, Oney employee for 20 years
Nadège: from supported to supporter
“I quickly declared my disability to Oney because, right from the recruitment interviews, it was essential for me to broach the subject, to have this transparency so that I could project myself, reassure myself about my development and my well-being at work with my disability. This openness and the way disability is viewed played a key role in my decision to join the company.
In fact, I very quickly communicated my situation and my needs to my manager and my team so that they understood my situation, to get the message across within the company and to unite people around differences.
I felt supported throughout the various procedures. The disability referees are always ready to listen and make themselves available. I was a referral myself a few years ago, and I loved the experience. As for my latest professional success, I was lucky enough to welcome and support one of my disabled colleagues. We’ve managed to build up a relationship of trust and closeness. We regularly discuss disability issues in an open, empathetic and supportive way.” Nadége VEKEMAN, employed by Oney since 2005
[1] Employment and disability in the European Union (europa.eu)
[2] Marché de l’emploi des personnes handicapées en 2022 : baisse du taux de chômage (agefiph.fr)