Safran makes major commitment to employment of the disabled
How widely was Safran involved in the 16th Disabled Employment Week?
Catherine Buche-Andrieux : We beat our record in 2012: more than 90% of Safran's facilities organized initiatives during the week, and we are very satisfied with the results. There was a wide range of initiatives on offer, such as awareness-raising workshops, role playing, plays about disabilities and sports workshops. Some initiatives were also conducted at all Group companies. These included a poster campaign in partnership with Agefiph, a fund management association to promote the employment of people with disabilities, and the in-house distribution of a mini-series dubbed J'en crois pas mes yeux ("I can't believe my eyes") – a humorous look at disability in the workplace. There was also a quiz along the lines of "Who wants to be a millionaire?" with goodies as prizes. The mini-series and the quiz were hugely popular with Group employees. Wherever possible, these initiatives were carried out with companies from the sheltered sector and inclusion programs1, which produced the prizes for staff members. The aim was to raise the awareness of as many Safran employees as possible by addressing these issues openly and very frankly.
How do these initiatives fit in with Safran's policy to promote the employment of people with disabilities?
Jean-Luc Bérard : Safran has long taken a proactive stance to encourage the ongoing employment of people with disabilities. We stepped up our commitment in 2010 by signing a Group-wide agreement with Agefiph. Then we passed a new milestone in April 2012 when we sealed our first Group-wide, three-year agreement (2012 to 2014) with all labor unions to promote the employment of people with disabilities. One of the main goals of the agreement is to increase the percentage of employees with disabilities in the Group. The agreement includes a special plan to hire workers with disabilities, along with measures to improve these employees' integration, training and ongoing employment, as well as a career development program for them. We will also boost our cooperation with the sheltered sector and inclusion programs and target all Group employees with communications actions to enhance their awareness of disabilities. In late November 2012, for instance, we distributed a brochure called "Handicap : Safran is committed to the disabled. How about you?"
What have you done so far to increase the percentage of employees with disabilities?
Jean-Luc Bérard : Under the agreement we signed in April 2012, Safran has made a commitment to hire 72 people with disabilities on permanent or fixed-term contracts, with at least 80% on permanent contracts. We will also welcome 100 people on work/study contracts and 65 interns by 2014. What's more, we plan to do business worth €8 million with the sheltered sector or inclusion programs in 2014.
Catherine Buche-Andrieux : Safran is also a stakeholder in programs that encourage the employment of people with disabilities through work/study programs and internships. These include Élan, which started in 2006, and Salto, created by Agefiph in 2009. Safran is also a founding member of the Hanvol association launched in 2010 by GIFAS (French aerospace industry trade association) to train people with disabilities for jobs in the aerospace industry.
1 Sheltered sector and inclusion programs: Companies operating in the market sector which employ at least 80% workers with disabilities.
Disabled employees at Safran*
- 1 650 workers with disabilities
- 44 people with disabilities on work/study contracts
- Percentage of employees with disabilities: 4.29% (the legal requirement is 6% and the national average in the private sector is 2.8%)
* At December 31, 2011