• In Ile-de-France, the employment rate of people with disabilities is 2.5%, while the State imposes an employment rate of 6% minimum on companies.

  • Very small enterprises (TPE) as well as small and medium-sized enterprises (SMEs) are the furthest behind on the issue.

    However, they represent 98% of companies in France.

  • With the training platform for the inclusion of people with disabilities, CPME Ile-de-France and Microsoft France want to make companies aware of the importance of changing recruitment policies.

Where are the employees with disabilities?

At school, "there is an average of 6% of students who are disabled," says Philippe Trotin, director of inclusion at Microsoft France, or in business, the percentage is much lower.

However, "these 6% have not disappeared, they simply hide their disability for fear of being badly perceived by their colleague or their boss," he adds.

Many companies are far from the minimum employment rate of 6% of people with disabilities imposed by law.

Microsoft France, the Confederation of Small and Medium-Sized Enterprises (CPME) Ile-de-France and Make.org are working together to create a training platform for recruiting people with disabilities.

Where is the situation in Île de France?

In Ile-de-France, the employment rate for people with disabilities is only 2.5%.

“Two types of profile are particularly marginalized among people with disabilities: seniors, who are 48% long-term unemployed, and young people,” explains Bernard Cohen-Hadad, president of CPME Ile-de-France.

“It is especially large SMEs or large companies that are good students and respect this rate.

Most are close to 6%, some even exceed it, ”says Philippe Trotin.

In very small enterprises (TPE) as well as small and medium-sized enterprises (SMEs) "we are clearly below the minimum", reports Bernard Cohen-Hadad.

In the region, 62,000 job seekers are disabled.

Why do VSEs and SMEs hire fewer people with disabilities?

The employment rate for people with disabilities is 2.1% for companies with less than 50 employees, 3% for those with more than 500 employees and close to 6% for large companies. The size of the company therefore plays a role in the ease of inclusion of these people. "It is difficult in small structures, often there are no human resources services", explains Bernard Cohen-Hadad.

“The difference lies above all between companies which have signed approved agreements and those which are simply supported by AGEFIPH, underlines Philippe Trotin.

The former are authorized to keep the money they would have to pay as a tax to be below the regulatory 6% and use it to set up a real disability policy.

»A very rare process for SMEs and often reserved for larger companies.

What are the obstacles to hiring?

"It is above all the brake on knowledge," underlines the president of the CPME. Entrepreneurs are volunteers but they are not specialists in disability or corporate social responsibility [CSR] ”. The online training platform, still in preparation, will include around ten videos intended primarily for managers. "Nothing will change if the managers do not train since they are the ones who recruit and train their teams", explains Bernard Cohen-Hadad. “Very often, they put up barriers because they think that such and such a task or situation will be too complicated for a disabled person,” adds Philippe Trotin. Modesty, shame or lack of support also help to hide disabilities. “When we think of disability, we often think of extremes.But this is not the reality, recalls Bernard Cohen-Hadad. Often they are invisible or lighter. "

Why launch a training platform for VSEs / SMEs?

These companies are the furthest behind in policies for the inclusion of people with disabilities, and they represent 98% of companies in France.

"If each of these companies accommodated just one person with a disability, it would make a big difference," explains the director of inclusion at Microsoft.

Between 18 and 20% of the population is in this situation.

By launching this platform, the two men intend to make companies aware of the importance of changing their recruitment policies.

“Hiring these people will allow managers to learn how to better manage differences and will change employee behavior,” explains Philippe Trotin.

It is a real chance.

"

An evolution with digital transformation

Following the health crisis, the situation is more favorable to the hiring of people with disabilities. “More than the crisis, it is the digital transition that it has brought about that will change things,” said Philippe Trotin. “Access to Zoom or Times makes a difference for small businesses. Before the crisis, they were too expensive for us to be able to provide them, ”adds Bernard Cohen-Hadad. Some people who would be bothered by the noise of open spaces or by the fatigue of commuting can now work more easily from home. "But I am not for these people to see themselves excluded from the company," warns the president of the CPEM. “Our businesses need to mirror society.And society is made up of those who move fast and those who move slower. What we want is to move forward together, ”concludes Bernard Cohen-Hadad.

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