French companies with at least 20 employees must employ workers with disabilities in a proportion of6% of their total workforce.
If a company fails to meet this requirement, it is subject to afinancial penalty, commonly referred to as a “contribution.”
In France, the average employment rate for workers with disabilities is 3.5% (source: AGEFIPH – data for 2021).
In 2023, thanks to an HR policy firmly committed to 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 – Manager of Social Relations and Development and Disability Liaison Officer at Grands Moulins de Paris:
“For many years now, at Grands Moulins de Paris, we have been regularly takingconcrete steps to promote the inclusion and continued employment of people with disabilities: assisting employees with administrative procedures, adapting work conditions and workstations, purchasing products and services from ESATs (Work-Based Support Establishments or Services), organizing the European Week for the Employment of People with Disabilities…
"Exceeding the legal quota for the employment of workers with disabilities is, of course, a source ofgreat satisfaction, but it by no means marks the end of our commitment! On the contrary, we want to continue strengthening our disability policy,thereby creating an open environment where everyone feels heard, providing the best possible support to our employees with disabilities, and continuing to promote diversity and inclusion."
Our recent initiatives demonstrate our company’s commitment to strengthening its disability policy:
1. The establishment of a Joint Committee on Professional Equality, Disability, and Integration (EPHI)
In June 2023, following the employee elections to renew GMP’s Single Social and Economic Committee (CSEU), we established a joint committee on Professional Equality, Disability, and Inclusion. This committee is chaired by the HR Director, Arnaud LANDRIN, led by Céline VAN COMPERNOL, disability liaison, and comprised of elected members of the CSEU.
The role of the EPHI committee is to analyze and monitor the employment rate of workers with disabilities at the company, as well as topropose measures aimed at improving the onboarding process, adapting working conditions, and supporting the career development of workers with disabilities at GMP.
2. The creation of a national network of disability resource centers
In February 2024, nine members of the HR team received training on disability in the workplace and were designated as“Disability Liaisons.”
- Their main responsibilities are as follows:
- – “Scout” the area and relay information to nearby operational teams.
- – Disseminate information and promote disability policy at the local level.
- – Identify process issues and/or poor practices.
- – “Put” disability policy into practice at the local level and help implement initiatives locally.
Together, let’s continue to support and promote equal opportunity, diversity, and inclusion!
#CommittedTogether
