French companies with at least 20 employees must employ 6% of their total workforce in the disabled sector.
If the company fails to meet its obligation, it incurs a financial penalty, commonly known 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 resolutely focused on diversity and inclusion, Grands Moulins de Paris exceeded the legal obligation and reached a direct employment rate of disabled workers of 6.08%.
Céline VAN COMPERNOL - Social Relations and Development Manager and Handicap Advisor Grands Moulins de Paris:
"For many years at Grands Moulins de Paris, we have regularly taken concrete action to promote the inclusion and continued employment of people with disabilities : supporting employees in their administrative procedures, adapting working conditions and workstations, purchasing products and services from ESATs (Etablissements ou Services d'Aide par le Travail), running the European Week for the Employment of People with Disabilities...
Exceeding the legal threshold for the employment of disabled workers is obviously a source of great satisfaction, but it in no way marks the end of our commitment! On the contrary, we want to continue to strengthen our disability policy, and in so doing free up our employees to speak out, provide them with the best possible support, and continue to promote diversity and inclusion.
Our recent initiatives testify to our company's determination to revitalize its disability policy:
1. Setting up a joint Equal Opportunity, Disability and Integration Committee (EPHI)
In June 2023, following the professional elections for the renewal of GMP's Comité Social et Économique Unique (CSEU), we have set up a joint commission for Professional Equality, Disability and Integration. This commission is chaired by Arnaud Landrin, HR Director, and led by Céline Van Compernol, Disability Advisor, and made up of elected members of the CSEU.
The role of the EPHI commission is to analyze and monitor the company's employment rate of disabled workers, and to propose the implementation of actions aimed at improving the reception, adaptation of working conditions and career development of disabled workers at GMP.
2. Creation of a national network of disability relays
In February 2024, 9 members of the HR team were trained in the notion of disability in the workplace and appointed " Relais Handicap ".
- Their main are as follows:
- - Cover the field and relay information close to the operational teams.
- - Promote disability policy at local level.
- - Report process malfunctions and/or bad practices.
- - Embody" disability policy at local level and participate in the implementation of local actions.
Together, let's continue to support and encourage equal opportunity, diversity and inclusion!
#CollectivelyEngaged
