Disability at work: how to act for successful inclusion?

Disability at work: what are we talking about?

Definition and legal framework

The concept of disability covers any lasting limitation of a person in his ability to perform certain activities due to a physical, mental, sensory or psychological alteration. The Disability Act of 2005, or the law for equal rights and opportunities, participation and citizenship of people with disabilities, constitutes the basis for the professional inclusion of people with disabilities in France.In the professional context, disability is also defined by the Recognition of the Quality of Disabled Worker (RQTH), a status granted by the Commission on the Rights and Autonomy of Persons with Disabilities (CDAPH). This title provides access to various support systems (training, job adjustments, support) for individuals and helps companies meet quota obligations for disabled workers. Labor rights are open to all OETH beneficiaries, including those who have a Recognition of the Quality of Disabled Worker (RQTH). The RQTH is one of the forms of recognition eligible for OETH, but not the only one. There are 7 different status categories including, for example, disability, occupational diseases and accidents at work.

What are the different types of disabilities?

In France, five main types of disability are recognized in the professional context:

Motor disability: These are disabilities related to movement abilities. This may include people in wheelchairs, those with mobility difficulties, or those with functional limitations in their arms, legs, or coordination.
Sensory disability: This type includes vision (blindness, low vision) and hearing disabilities (deafness, hearing loss), which often require adjustments to allow for a good integration within the company.
Mental disability: It concerns intellectual disabilities that cause limitations in cognitive functions, such as the ability to reason or understand, which may affect the ability to perform certain tasks independently.
Psychological disability: This type includes psychological disorders such as bipolar disorders, severe depression, schizophrenia, or anxiety disorders that, although often invisible, require adjustments for a suitable work environment without excessive stress.
Cognitive disability: It includes specific learning disorders such as dyslexia, dyscalculia or dyspraxia, which affect certain cognitive functions, but not overall intelligence.
Disabling diseases: This type of disability refers to chronic or serious conditions or diseases that cause a loss of functional abilities, affecting daily life in a lasting way (diabetes, fibromyalgia, autoimmune diseases, etc.).

Each of these types of disabilities may require specific accommodations to ensure accessibility and integration into the professional environment. Companies are required to comply with accessibility and reasonable accommodation laws to allow the inclusion of employees with disabilities. In addition, it should be noted, that approximately 80% of disabilities are invisible, according to statistics from the Association for the Management of the Fund for the Professional Integration of Persons with Disabilities (AGEFIPH). These disabilities, while not immediately noticeable, can have a significant impact on individuals' professional and personal lives. Invisible disabilities include mental disorders (such as depression or anxiety), cognitive disorders (such as dyslexia), chronic conditions (such as dyslexia), chronic conditions (diabetes, epilepsy, autoimmune disorders), and other non-obvious medical conditions (such as dyslexia), chronic conditions (such as diabetes, epilepsy, autoimmune disorders), and other non-apparent medical conditions. This high proportion of invisible disabilities highlights the importance for organizations to promote a culture of inclusion and awareness in order to better understand and adapt working conditions to the needs of all employees.

By integrating inclusive practices and by valuing everyone's talents, you can strengthen the commitment of your teams and increase the overall performance and well-being of all. Don't miss this opportunity to advance inclusion!

What are good reasons for declaring your disability?

Declaring a disability at work is often a sensitive subject. However, declaring your disability has significant advantages both for the person concerned and for the organization. Here is an overview of the reasons and benefits:

For employees

Access to workstation facilities: People who declare their disability can benefit from specific job arrangements, such as ergonomic equipment, specialized software or adapted working hours.
Reinforced support and support: Once the disability is recognized, support systems such as those offered by AGEFIPH allow the person concerned to benefit from training, coaching, or even follow-up by a disability referent.
Protection against discrimination: The declaration allows you to benefit from legal protections against any form of discrimination at work. This helps to create a secure work environment that is conducive to development.
Increased visibility: Finally, recognizing a disability at work can encourage a culture of diversity and respect, paving the way for a better understanding and acceptance of differences.
Professional development opportunities: Thanks to training and support systems, the employee is more likely to develop their skills, to access promotions, and to increase their professional satisfaction.

For organizations

Improving productivity and team satisfaction: According to an IFOP survey for AGEFIPH (2022), nearly 75% of companies that have integrated workers with disabilities believe that this has improved team cohesion and job satisfaction. Employees report a sense of social purpose and a more inclusive and caring work climate, which has a positive impact on their engagement.
Impact on innovation and creativity: A study conducted in 2021 by the Corporate Social Responsibility Observatory (ORSE) indicates that inclusive businesses are 1.5 times more likely to innovate and launch new products or services By integrating people with diverse perspectives, businesses encourage a diversity of perspectives, which in turn promotes creative solutions and better problem-solving strategies.
Reduction in absenteeism and staff turnover: An AGEFIPH study shows that companies that implement inclusive policies have seen a reduction in absenteeism of nearly 20%. Employees feel more supported and valued, which reinforces their loyalty to the company and decreases the costs associated with staff turnover.
Economic benefits and customer loyalty: According to a survey conducted by France Stratgie (2023), more than 60% businesses with solid inclusion policies say they have strengthened their customer relationships. They observe that customers are sensitive to the values of inclusion, which promotes their loyalty and attachment to the brand.

Disability at work: good practices and accommodations for inclusion

Integrating workers with disabilities into businesses can be a complex but essential process. Here are some concrete actions:

Post arrangements

Adapt workstations according to specific needs: adjustable desks, ergonomic chairs, speech synthesis software, access ramps, among others.
Provide flexible hours or teleworking arrangements for people with specific health constraints.
Provide adapted transport solutions or specific parking spaces.

Awareness-raising and team training

Train managers and HR managers on inclusion policies and practical aspects of integrating employees with disabilities.
Involve teams in the inclusion process, with sharing and discussion sessions around best practices for working together.

The key role of disability advisors

Since the 2018 “Professional Future” law, companies have been encouraged to appoint a disability advisor. This referent, in collaboration with HR departments and managers, helps to:

Ensure personalized follow-up for employees with disabilities.
Inform and raise awareness about support systems.
Support employees in their professional career and in the development of their positions.

Accompaniment and support systems

Businesses can also seek the help of structures such as Cap Emploi or AGEFIPH for personalized professional support.
Apprenticeship contracts and adapted contracts for people with disabilities promote their integration and skills development.

In conclusion...

Promoting the inclusion of workers with disabilities is essential for a socially responsible organization. It is possible to improve the quality of life at work for everyone by adopting inclusive practices and raising awareness among teams. With a disability referent and adapted support systems, each organization can be a place to thrive at work.

‍Sources:

- Association for the management of the fund for the professional integration of disabled people (AGEFIPH)

- Ministry of Labor, Employment and Integration

- “Key statistics and figures on the employment of people with disabilities”, 2023

- IFOP survey for AGEFIPH, 2023

- Corporate Social Responsibility Observatory (ORSE)

- Study on innovation and inclusion, 2021- France Strategy