: 3 min

Safran Disability Policy: employee retention first

Initiatives for recognizing disabilities, recruitment and intensifying collaborations with companies in the disability-friendly employment sector abound thanks to a proactive policy to promote inclusion and job retention for disabled workers which sees Safran reaffirm its commitments and lead by example. We caught up with Alain Lorgeoux, Head of the Diversity and CSR Department to find out more.

Why did Safran implemented this disability policy?

The decision to implement the disability policy is intended to complement the agreement to promote inclusion and job retention for people with disabilities in the Group, which was signed for the 2015-2017 period. Implemented at the highest level, our disability policy sets out the main commitments made by Safran. It reaffirms our desire to promote a cohesive policy within the Group, and to implement more initiatives to promote the inclusion of disabilities, such as, for example, recruiting people with disabilities. For Safran, it is a matter of opening up, being inclusive and building trust – three fundamental values of its responsibility as an employer.

 

Out of the initiatives implemented to promote employment, can you tell us about one of them in particular?

In France, one in two employees, absent for six consecutive months due to an illness or disability, never goes back to their job. I am sure that this is not inevitable: all that needs to be done is to anticipate the return to work as much as possible. We decided to mainstream job retention units, which were already present in 70 facilities, across all Group companies. They are tasked with envisaging any measures making it possible to return to work under the best possible conditions (redesigning workstations or providing support to recognize the quality of the work carried out by disabled workers).

 

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Has Safran set itself any other objectives?

Yes, three of which are particularly important. Firstly, maintaining the recruitment level for people with disabilities, whether it be for a permanent or temporary contract, work/study contracts or work placements. Secondly, obtaining the AFNOR standard for disability-friendly organizations for twelve facilities by the end of 2017. And thirdly, developing indirect employment by stepping up collaborations with companies in the disability-friendly employment sector. In this respect, we have started working with the Association des Paralysés de France to see which services could be entrusted to them. Our aim is to work alongside companies in the disability-friendly employment sector to generate business to the tune of €8m by the end of next year. We now want to see our global job rate increase even more (4.6% in 2015) with a view to reaching the mandatory rate of 6%.

 

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An efficient network

To increase the inclusion of people with disabilities in the Group, the Diversity and CSR Department relies on a network of 90 "diversity/disabilities" correspondents and officers. Taking action within companies and their facilities, they provide operational liaisons as well as suggestions for initiatives. Set up in 2008, the network, which quickly grew and became more professional, played a crucial part in raising awareness and getting employees involved in issues related to disabilities.

 

 

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