According to the International Labor Organization (ILO), the disabled represent nearly 1 billion people and about 80% of them are of working age. However, those who can stay out of the world of work according to recent organization surveys, experience above-average unemployment rates and economic inactivity, are more likely to face long-term economic fragility.
Many companies have policies in place to respect and promote people with disabilities in the workplace. There are those who only adhere to the recommendations stipulated in the law, but a large number of companies act by going beyond this framework and relying on international recommendations in this field to find a competitive advantage. Created in 2006, Ipedis was one of the first expert structures to support companies in making their digital tools available, from websites to pdf documents, but also in team training. In 2019, its founders Jagir Asan Ali And the Musa Akbarali Create DocAccessIt is an emerging technology company dedicated to the development of artificial intelligence.
Functional modifications for the disabled can also improve the company’s overall accessibility. Diversity of skills, perspectives and abilities are positive points, improving the problem-solving ability of teams and fostering a sense of innovation throughout the company.
in the UK, Accenture Successfully launched a program to raise public awareness of mental health issues and promote a culture of openness within the company. Some employees volunteer to act as “mentors” to other employees. Other companies have replicated this program in Australia, Ireland and the United States.
the society Ericsson Brazil Created a program for employees with disabilities to improve their skills, taking into account their potential. Thus the renewal rate decreased from 40 to 5%.
in France, 5 discovery Experienced the value of ESAT VR training with its modules on job interviews and managing emotions. Sofia Ruffin, its founder, wants to promote the transition from protected environment to normal environment. Workers with psychological and cognitive characteristics showed a strong interest in the process of integrating knowledge through this playful situation, to work on their communication, status and anxiety management. Awareness of these special circumstances is also within the reach of all company employees to put themselves in the shoes of people with disabilities.
Therefore, every company must find the means at its disposal to set an example for diversity while improving its competitiveness and the sustainability of its activities. Even households where people with disabilities do not live have a better picture of businesses that include people with disabilities. They are also more inclined to buy their products and services. (source : Tapping into Hidden Human Capital, Debra Roh.)
Finally, promoting people with disabilities and promoting their inclusion in society as executives, employees, suppliers and consumers has a significant advantage: companies are better prepared to address skill shortages or difficulties associated with workforce shortages by gaining access to a new talent pool.
The Tribune is written by Capucine Lemaire, President of the Disability Policy Observatory
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