The deadline is approaching: for many companies, the abolition of approved agreements radically transforms their approach to theemployment of people with disabilities. The objective of rate of 6% remains inaccessible for most organizations.
“Many handicaps remain invisible, and many employees fear tackling the subject,” reveals Anthony Gentelet, expert in the field. Facing Business obligations Who intensifies, the methods evolve. A challenge that mobilizes all the actors concerned.
Accords approved to the AGEFIPH contributions: a change of course for employers
Before, companies do not reach the quota of 6% of disabled employees could choose between an approved agreement or pay a Agefiph contribution. From now on, these agreements are only renewed twice, forcing many companies to rethink their approaches. Each year, the compulsory declaration of employment Disabled workers reveals an average rate of 3.6%, well below the expectations set by law.
This situation forces employers to explore other ways to satisfy their Business obligations. The impossibility of indefinitely renewing approved agreements encourages them to develop innovative solutions to integrate more people with disabilities and avoid financial sanctions linked to non-compliance with the Handicap regulations.
identify invisible handicaps: a lever to increase the employment rate
An underestimated factor in professional integration concerns less apparent disorders such as dyslexia or diabetes. Pidiem has designed a method aimed at publicizing these Invisible handicaps to companies. This approach is decisive because it makes it possible to identify employees who could benefit from a RQTH recognitionthus facilitating their insertion and their maintenance in employment.
“We help companies understand that the inclusion of people with disabilities is not limited to visible handicaps, but encompasses a wide range of conditions that can affect the ability of an individual to work in a traditional environment.”
-Anthony Gentelet, director of Pidiem
Specialized support: example of the Pidiem method for SMEs
The approach proposed by Pidiem begins with confidential interviews where employees can freely express their personal situations. This business support continues with administrative support to obtain official recognition of disability. This process benefits people as well as to organizations wishing to set up a handicap policy adapted and inclusive.
Thanks to these actions, companies observe an average increase of 2.6 points of their rate 6% of employment of disabled people after the intervention of Pidiem, allowing many of them to reach or approach the required legal threshold.
Business developments and employee engagement: impacts observed
The integration of disabled workers goes beyond the simple recruitment. Miscellaneous Work post developments are implemented, such as ergonomic seats or space changes that meet the specific needs of employees. These material adaptations generate a notable progression of thesalaried commitmentresulting in a decrease inabsenteeism and staff rolling.
These concrete improvements show that investment in the well-being of employees concerned provides tangible advantages to the entire organization. Thus, comply with the legal requirements concerning theemployment people with disabilities Not only becomes a question of conformity but also a strategic asset to improve the professional environment and overall performance.
