“Depending on the film you’ve seen or the experience you’ve had, you have this or that representation of a disability. “My job is to help employers break down these barriers of thought and open themselves up to concrete action!”

Bruno Munoz, coordinator of the company team at Cap emploi de Drôme Ardèche.

When can an employer turn to you for their recruitment project?

Employers can call us to:

• inquire about l’obligation legal the employment of persons with disabilities (20 or more employees) and its evolution, including application to local institutions of national entities;
• be accompanied throughout the recruitment process (search for candidates, analysis of the working environment, on-the-job compensation solutions, file editing);
• aaccompany to the’development of’one position where an employee is recognized as having a disability or has applied to the MDPH: titleContent (change of position, worsening of disability);
• raise awareness among teams in company.

Motivations are diverse, mainly based on:

• the desire of the leader to see his or her company as inclusive;
• difficulties in recruiting for a position that push a head of company to open up to audiences other than his traditional reflexes (tense jobs in industry, catering...);
• compliance with the legal obligation to end financial penalties.

What are your main accompaniments?

We intervene according to the need expressed by the employer, in particular to:

• ask the right questions toIdentify the right profile After selecting candidates whose profile corresponds to the expected ones, we study the work environment as a whole (the position and its constraints, accessibility, noise, temperature, teamwork...), the recruitment method and possible compensation solutions if necessary. For example, depending on the individual, an immersion period on the proposed position may be preferable to a simple recruitment interview. We also recommend that candidates be accepted rather than relying on the written CV and cover letter;
• accompany tothe fitting-out of the post and the identification of the aid which can be mobilized, whether they are aid under ordinary law (alternation, assisted contracts, period of setting up ...) and/or specific development aid (Agefiph: titleContent, FIPHFP: titleContent, OETH: titleContent). Balancing can involve different types of layout:
  
  • technique : ergonomic chair, adapted screen or other specific equipment;
  • organizational : scheduling, part-time, break time, reallocation of tasks;
  • human : appoint a mentor who is attentive and guarantees the proper integration of the person;
• create team-specific awareness, in order drop representations in-house through workshops (simulation with virtual reality headsets, real-life scenarios, interactive exchanges), or for facilitate the’integration a newly recruited person (intervention by a disability specialist in question, awareness raising among the N+1 and the first circle of staff).

The invisible handicaps (autism, Dys disorders, debilitating illness, psychotic disability...) require real attention. Employees may sometimes interpret certain attitudes with their usual reflexes, leading to misunderstandings (overconfidence, not saying hello in the morning, taking more breaks or simply staying away...). Proper communication helps secure employee integration.

Do you have an example of a accompanied company?

Yes, recently, a large-scale retailer asked us to accompany him on a project to recruit 4 points of sale in the south of Drôme for self-service positions. In collaboration with France Labor and the Local Mission, we screened out 19 candidates that we have invited for collective information. The Head of Sector presented the brand and the posts. He then interviewed the candidates and made five recruitments taking into account the specific needs of each. The sector manager wants to renew the experience next April for other stores.

Another example stuck with me. A mechanical engineering company had hired a mechanic with hearing loss. We accompanied her to set up light alarms instead of audible alarms. One year after hiring, the entire workshop team had learned to speak sign language. This language had almost taken precedence over the common language in order to communicate easily with this colleague. It is a successful integration that has gone beyond the professional sphere!

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