Abstract
For many authors (Barel & Fremeaux, 2012; Blanc, 2006; Gardou, 1991; Le Dantec, 2004; Kerroumi, 2007), the integration of disabled people, particularly those with physical disabilities, in the workplace continues to be insufficient in our society. Although various studies (Handicaps-Invalidités-Dépendances (HID) 1999, DARES 2007, INSEE 2010) indicate that there has been noticeable progress, the 2014 study by AGEFIPH and FIPHFP highlights that only two-thirds of physically disabled persons who are capable of working are currently in employment. The Le Houerou parliamentary report (2014, p. 9) states that the rate of unemployment among disabled people is 22%, which is double the national average. In spite of the 1987 and 2005 laws that impose a financial penalty on employers with at least 20 employees that do not achieve the 6% quota of disabled workers, the share of disabled people in public and private companies is still low. Of the 100 100 private-sector establishments affected by this employment obligation in 2011 (2014 key figures from AGEFIPH and FIPHFP, p. 2 and 3), only 41% of them meet or exceed the required threshold. Other establishments either have agreements with service providers regarding indirect employment (11%; +2 points compared with the previous year) or prefer to pay their contributions to AGEFIPH (47%; −2 points). The report fares little better in the public sector. Of the 10 596 establishments listed, only 51% meet or exceed the required 6%. Furthermore, on a national level, AGEFIPH and FIPHFP (Ibid., p. 4 and 5) report that in 2013, the percentage of disabled people recruited into direct employment increased to 3.1% in the private sector and to 4.64% in the public sector (3.56% in government civil service, 5.20% in hospital public service and 5.66% in regional civil service). However, despite clear legislation, it appears that many companies still prefer to pay the fine rather than employ disabled people. Although figures are certainly improving, there is still a persistent gap.
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Notes
- 1.
AGEFIPH (French National Association for Managing Funds for the Inclusion of Disabled Persons in the Workplace—Association Nationale pour la Gestion du Fonds pour l’Insertion Professionnelle des Personnes Handicapées) and FIPHFP (Funds for Including Disabled Persons in the Civil Service—Fonds pour l’Insertion des Personnes Handicapées dans la Fonction Publique) aim to promote the inclusion of disabled persons in jobs in private companies, firstly, and in public companies, secondly.
- 2.
AGEFIPH’s activity report (2013) establishes that in 2005, of the 938 820 disabled people who are able to work, 680 000 were actually in work and 570 000 of this number were employed in an ordinary working environment.
- 3.
Law No.87-517 of 10 July 1987 in support of employing disabled persons. Law No.2005-102 of 11 February 2005 for equal rights and opportunities, involvement and civic rights for disabled persons.
- 4.
For 2013, the total sum of penalties increased to €441 million.
- 5.
Mormiche, Pierre; Goillot, Catherine. (2003). “Enquête Handicap-Incapacités-Dépendances de 1998–1999”, société, n°22.
- 6.
The TH Conseil is an organisation that provides consultancy, training and recruitment, specialising in managing diversity for organisations, particularly the employment of disabled persons.
- 7.
Thomas is physiotherapist, visually impaired and an elite athlete. He won a medal at the Paralympic Games in Sochi.
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Appendices
Annex I. List of People Surveyed in the Pre-Survey (22)
Role | Company |
---|---|
National head of the disability mission | Mutualité sociale agricole (MSA) |
Head of the disability and integration project | Disney |
Department of Major accounts | AGEFIPH |
Physiotherapist (disabled employee) | Centre de rééducation Martel |
Head of the disability mission (disabled employee) | Clarins |
Physiotherapist (disabled employee) | Fondation Saint Marie |
Head of socio-professional supervision for elite athletes | Fédération Française handisport (French federation for disability sports) |
HR and disability mission | Havas |
Head of the national disability mission | GDF SUEZ Cofely Ineo |
Quality technician (disabled employee) | Elissor |
Sports consultant (disabled employee) | Handiamo! |
PhD in economics and management | Paris town hall |
Head of the disability mission | Assystem France and E&OS |
Vice president for social action, health and social education, health and disability | Région Île-de-France |
Head of disability mission | BUT |
University lecturer, PhD in management science | École de management de Nantes |
Head of training | TH Conseil |
Inter-regional head of the Île-de-France disability mission | FIPHFP |
Head of the disability mission | RATP |
Office of career support | Social ministries |
Deputy director | Diversidées |
Co-founder CEO | Handiamo! |
Annex II. Liste des travailleurs handicapés et sportifs de haut niveau (7)
First name | Handicap | Company position | Practised sport |
---|---|---|---|
Bastien | Little’s disease | Quality technician | Disabled table tennis player |
Olivier | Visually impaired | Physiotherapist | Cyclist |
Lionel | Ankylosing spondylitis disability | Mission manager | Disabled rally driver |
Michael | Paraplegic | Consultant | Tennisman |
Thomas | Visually impaired | Physiotherapist | Nordic skier and bi-athlete |
Manon | Functional dystonia | Engineer | Paratriathlete |
Charles | Head trauma | Consultant | Swimmer |
Annex III. Sex and Roles of People Surveyed in Line with the Free Association Method (30)
Sex | Role |
---|---|
Group A: People with indirect and irregular contact with a disabled colleague (20 employees) | |
M | Design office technician |
M | Business manager |
M | Cryptographer (pricing study) |
M | Construction site manager |
M | Deputy head of maintenance and service |
F | Office assistant |
M | Deputy branch manager |
F | Payroll administrator |
F | Office assistant |
M | Deputy branch manager |
F | HR assistant |
M | Head of shop security |
M | Maintenance technician |
F | Head of maintenance contract |
F | Project assistant technician |
F | Reception assistant |
F | Office manager |
M | HR manager |
F | Design office manager |
M | Business manager |
Group B: People with direct and regular contact with a disabled colleague (10 employees) | |
M | Research technician |
M | Research technician |
M | Research technician |
M | Trade unionist |
M | Research technician |
F | Research technician |
F | Project manager |
M | Office manager |
M | Office manager |
M | Project manager |
Annex IV: Correlation Between the Level of Importance and the Frequency of Appearance Using the Free Association Method
Group A: People with indirect and irregular contact with a colleague with a disability (20 respondents)
Group B: People with direct and regular contact with a colleague with a disability (10 respondents)
aR = Rang moyen d’importance; F = Fréquence; M+/− Moyenne de la connotation; NC = Noyau central des représentation
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Denis, BM. (2022). Social Representations of Physical Disability in Professional Environments. The Example of Disabled Employees High-Performance Athletes in a Service Company. In: Corvo, P., Massimo Lo Verde, F. (eds) Sport and Quality of Life. Social Indicators Research Series, vol 84. Springer, Cham. https://doi.org/10.1007/978-3-030-93092-9_11
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