Disability & Training
Our Handicap Charter
Why this charter?
In terms of regulations, the generalized accessibility of disabled people to all common law systems, as set out in the Handicap Act of February 11, 2005, translates into a new obligation for training organizations to adapt training methods to the needs of disabled people, through the implementation of part-time or discontinuous intake, adapted training duration, adapted validation methods, and adaptations to teaching aids.
In line with our values, this charter guarantees that people with disabilities will be well looked after by our training organization, and in particular that they will be able to access training with a clear offer of services, that specific needs will be taken into account, that requests will be listened to attentively and that they will be directed towards a suitable solution.
Our disability policy, Our general commitments
Our disability policy is designed above all to welcome individual situations.
Welcoming and listening to the requests of people with disabilities without discrimination, taking into account specific needs by :
-Announcing from the outset the actual accessibility of the training program: accessible to all types of disability / accessible under conditions (to be specified) / not accessible to people with disabilities
-Adapting our intervention methodology where possible
-Raising awareness among teaching and administrative staff of issues relating to the reception of people with disabilities
Post this "Charter for welcoming people with disabilities for training" on our website so that it is accessible to all, to inform trainees and staff of our commitments (instructors, customers, trainees, etc.).
Tasks of our Disability Officer
- KEEP A WATCH
-Identify and update available resources.
-Capitalize on the information needed for the policy of inclusion of people with disabilities.
Disseminate up-to-date information, particularly on obligations in terms of accessibility to training for people with disabilities. The old disability-related information is stored on a Drive accessible to the whole team.
-Disability awareness training for the entire team will be offered wherever possible.
- WELCOME, SUPPORT
> Upstream
-Welcome and listen to people with disabilities, and assess any specific needs they may have.
-Inform and raise awareness of the conditions for accessibility and integration into training programs
-Liaise with the customer's disability advisor or, failing that, with a specialized structure to advise and/or guide the disabled person (AGEFIPH, MDPH, etc.).
-Work with the customer/partner's disability advisor or a specialist in the field of disability to prepare the relevant administrative files
-Assess the potential for pedagogical adjustments and building accessibility
-Help set up/run the most appropriate career path in conjunction with the disability advisors of customer/partner companies
-Ensure the feasibility of organizational, material and pedagogical adaptations to enable the integration of the disabled person.
-Raise awareness or refer the disabled person to the appropriate advisors in conjunction with the disability advisors of client/partner companies
> During the route
-Welcoming and monitoring people with disabilities
-Reconciling disability conditions and compensation with the support of the disability referent
-Set up tools to facilitate integration within the training program. For example, arrange for a sign language interpreter for a deaf or hard-of-hearing trainee, or subtitle video modules for online training.
> After the course
-Provide specific post-training support for people with disabilities, by contacting them several times and adapting to their specific needs.
-Maintain contact with the disability referent and take part in any action that may help the person to launch his or her business, adapting to the person's needs and the specificities of massages.
INFORM, RAISE AWARENESS DEVELOP A NETWORK OF LOCAL PARTNERS
-Act as an internal resource person on disability issues
-Inform people about the role of the disability advisor and his or her availability
-Overcoming the barriers posed by perceptions of disability
-Communicating to raise awareness among teaching teams
-Identify and map key players. Dedicated directory of partners able to provide information on the disabled public.
Refer people with disabilities to the appropriate players, according to their needs (partnership-based referrals)
Contribute to local dynamics around disability-related projects
-Implement a skills development plan linked to disability awareness
Our disability advisor is: CHOUIOUKH Mahdi
For any question related to this charter: [email protected] > email to the attention of M. CHOUIOUKH Mahdi
Disabled people can benefit from training programs financed by employers and public bodies.
The professional transition project: this enables employees wishing to change jobs or professions to finance training courses leading to certification in line with their project. This is a special way of mobilizing the personal training account. People covered by the French obligation to employ disabled workers (OETH) can benefit from this scheme, regardless of their length of service.
Disabled employees can also take part in specific training programs, by decision of the Commissions des droits et de l'autonomie des personnes handicapées (CDAPH). Beforehand, they can define their professional or training project at a pre-orientation center (CPO), or carry out a skills assessment.
Vocational re-education contract: disabled employees can benefit from a vocational re-education contract with their employer, or from training at vocational re-education centers (CRP), which are both medical-social establishments and training organizations tailored to the needs of disabled people. (Source: Ministère du Travail et de l'Emploi consulted on May 27, 2020: https://travail-emploi.gouv.fr/formation-professionnelle/formation-des-personnes-en-situation-de-handicap/)
Internet resources on vocational training for disabled workers (non-exhaustive list)
MINISTRY OF LABOR AND EMPLOYMENT
The "mon parcours handicap" digital platform has been developed by Caisse des Dépôts (CDC) and Caisse nationale de solidarité pour l'autonomie (CNSA), on behalf of the French government. It is part of the interministerial strategy "Osons l'emploi". Designed as a single point of entry for information, guidance and services, www.monparcourshandicap.gouv.fr aims to enable people with disabilities to obtain information and carry out their procedures online, thanks to direct access to general, official, reliable, easily understandable and up-to-date information; national and local resources, geolocated (directories, specialized sites, events, etc.); personalized and secure services. https://www.monparcourshandicap.gouv.fr/formation-professionnelle
Contact the MDPH department (Maisons Départementales des Personnes Handicapées)
POLE EMPLOI
https://www.pole-emploi.fr/candidat/en-formation/definir-vos-besoins/formation-des-personnes-handicap.html
Private sector nationals :
AGEFIPH (Association de Gestion du Fonds pour l'Insertion Professionnelle des Personnes Handicapées)
Agefiph provides you with services and financial aid to enable you to access training, to facilitate your recruitment by a company, to help you set up your own business and to help you keep your job. These services and financial assistance are granted under certain conditions. Agefiph can help you if your disability is recognized, you work in France, you are French or have a residence permit, you are a student, employee, trainee, self-employed or looking for work. https://www.agefiph.fr/articles/demarche/lagefiph-peut-elle-maider
Civil servants :
FIPHFP (Fonds pour l'Insertion des Personnes Handicapées dans la Fonction Publique - fund for the integration of disabled people in the civil service)
The aim of the Fonds pour l'Insertion des Personnes Handicapées dans la Fonction Publique (FIPHFP ) is to enable all disabled employees to live out their full citizenship, in particular through employment. FIPHFP supports public-sector employers in their daily efforts to achieve equality in the fields of employment and accessibility. http://www.fiphfp.fr
OETH
The OETH (Obligation d'Emploi des Travailleurs Handicapés) association has been approved by the French Ministry of Labor since 1991. The OETH agreement is the first agreement relating to the obligation to employ disabled workers in the private not-for-profit health, social and medico-social sector. The agreement was signed by the French Red Cross, Fehap, Nexem and the CFDT, CFTC, CFE-CGC, CGT and FO trade unions. It currently covers more than 16,000 establishments in the non-profit health and social sector, and 500,000 employees.
RESEAU DES CARIF OREF (Centres d'Animation, de Recherche et d'Information sur la Formation - Observatoires Régionaux de l'Emploi et de la Formation)
Carif-Oref are partnership structures supported by the State and the region, and are ideally positioned at regional level, at the crossroads of State, regional and social partner policies, serving professionals in the fields of reception, information, guidance, employment, training and the general public. The Carif-Oref network (RCO) was created on December 15, 2011. It offers a collective, coherent voice, but also, and above all, shared expertise, productions and tools. In particular, it manages the national Offre Info and Certif Info repositories, at the heart of the Personal Training Account (CPF). https://reseau.intercariforef.org
APF FORMATION
APF Formation, the training organization of the Association des Paralysés de France, offers a forum for reflection to help all professionals involved in supporting people with disabilities or aging to capitalize on, appropriate and improve the professional practices deployed in institutions. https://formation.apf.asso.fr/notre-activite/
ASEI - DIFFERENCE FORMAT
FORMAT DIFFERENCE is a training organization specialized in the health, social and medico-social sector. Its associative form gives it a special status: among other things, its aims are to develop, promote and support all initiatives in favor of the promotion, accompaniment, help, reception and assistance of people with disabilities. https://www.formatdifference.org
COMETE FRANCE
Comète France helps patients, right from the hospitalization phase, to build a professional project compatible with their state of health. http://www.cometefrance.com
> Disability: what are we talking about?
The 2011 World Report on Disability presents disability as a "complex, evolving, multidimensional and controversial" concept. In 2015, the WHO presents it as follows:
"Disability is not simply a health problem. It is a complex phenomenon arising from the interaction between a person's bodily characteristics and the characteristics of the society in which they live. To overcome the difficulties faced by people with disabilities, interventions designed to remove environmental and social barriers are needed.
Different meanings have been formulated, depending on what disability is relativized to, giving rise to different theories for defining disability. In France, the Disability Act of February 11, 2005 legally defines disability as follows:
"For the purposes of the present law, a disability is any limitation of activity or restriction of participation in society experienced by a person in his or her environment due to a substantial, lasting or permanent impairment of one or more physical, sensory, mental, cognitive or psychological functions, a multiple handicap or a disabling health disorder.
International Classification
Created in 1980, the International Classification of Impairments and Disabilities (ICIDH) was originally based on the work of Dr. Philip Wood, an epidemiologist at the University of Manchester, who analyzed disability in terms of impairment, disability and social disadvantage or handicap proper. This classification was revised in 2001 and renamed the International Classification of Functioning, Disability and Health (ICF). Adopted by 200 countries, this new classification distinguishes four concepts:
- organic function (mental, sensory, digestive, etc.), i.e. the area of bodily function;
- anatomical structure (structure of the nervous system, structure related to movement, etc.) which locates the physical organization involved;
- activity and participation (communication activity, mobility...) which identifies the functions concerned;
- environmental factors (product and technical system, support and relationship...) that link to potentially disabling external factors.
Typology of disabilities
These typologies of disability are not adopted by international organizations but are distinguished according to their medical causes:
- physical disability covers all disorders that can lead to partial or total motor impairment;
- sensory disability covers difficulties related to the sensory organs, including visual and hearing impairments;
- mental or intellectual disability is a difficulty in understanding and a limitation in the speed of mental functions in terms of comprehension, knowledge and cognition;
- Cognitive disability covers difficulties in terms of learning ability or perception of the environment, specific to one or more skill categories.
Some legislations, such as France's, distinguish between mental handicap, psychic handicap and cognitive handicap. The WHO, for its part, uses the term "intellectual disability" for mental handicap. In addition, there is the specificity of people with multiple disabilities, i.e. those who combine several handicaps.