French companies with at least 20 employees must employ disabled workers in a proportion of6% of their total workforce.
If the company fails to meet its obligation, it incurs afinancial penalty, commonly referred to as a "contribution."
In France, the average employment rate for disabled workers is 3.5% (source: AGEFIPH – data for 2021).
In 2023, thanks to an HR policy firmly focused on diversity and inclusion, Grands Moulins de Paris exceeded the legal requirement and achieved a direct employment rate of 6.08% for workers with disabilities.
Céline VAN COMPERNOL – Head of Relations and Social Development and Disability Advisor, Grands Moulins de Paris:
"For many years now, at Grands Moulins de Paris, we have been regularly takingconcrete action to promote the inclusion and retention of people with disabilities in the workplace: assisting employees with administrative procedures, adapting working conditions and workstations, purchasing products and services from ESATs (Établissements ou Services d'Aide par le Travail, or establishments or services providing assistance through work), organizing European Disability Employment Week, and more.
Exceeding the legal threshold for employing people with disabilities is obviously agreat source of satisfaction, but it does not mark the end of our commitment! On the contrary, we want to continue strengthening our disability policy andthus encourage open communication, provide the best possible support to our employees with disabilities, and continue to promote diversity and inclusion.
Our recent initiatives demonstrate our company's commitment to revitalizing its disability policy:
1. The establishment of a joint committee on Professional Equality, Disability, and Integration (EPHI)
In June 2023, following the professional elections for the renewal of GMP's Single Social and Economic Committee (CSEU), we set up a joint committee for Professional Equality, Disability, and Integration. This committee is chaired by the HR Director, Arnaud Landrin, led by Céline Van Compernol, disability advisor, and made up of elected members of the CSEU.
The role of the EPHI committee is to analyze and monitor the employment rate of disabled workers within the company, as well as topropose measures aimed at improving the reception, adaptation of working conditions, and career development of disabled workers at GMP.
2. The creation of a national network of disability relays
In February 2024, nine members of the HR team were trained in the concept of disability in the workplace and appointed as "Disability Liaisons."
- Their main tasks are as follows:
- – "Grid" the terrain and relay information to nearby operational teams.
- – Disseminate information and promote disability policy at the local level.
- – Report process malfunctions and/or poor practices.
- – "Embody" disability policy locally and participate in the implementation of local actions.
Let's continue to support and encourage equal opportunities, diversity, and inclusion together!
#CollectivelyCommitted
