Disability & Training
Our Disability Charter
Why this charter?
In regulatory terms, the generalized accessibility of disabled people to all common law systems, established by the law known as the "Disability Law" of February 11, 2005, translates in terms of professional training into a new obligation for training organizations to adapt training methods to needs related to disabilities by implementing part-time or discontinuous reception, an adapted duration of training, adapted validation methods, the adaptations also relate to teaching materials.
In line with our values, this charter guarantees people with disabilities good support within our training organization, in particular the possibility of accessing training by having a readable service offer available, taking into account specific needs, attentive listening to the request and guidance towards an appropriate solution.
Our Disability policy, Our general commitments
Our Disability policy aims to highlight, above all, the reception of 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 effective accessibility of the training on the program: accessible to all types of disability / accessible under conditions (to be specified) / not accessible to people with disabilities
-Adapting our intervention methodology if it is possible to do so
-Raising awareness among the teaching and administrative team on issues relating to the reception of people with disabilities
Distribute this “Charter for welcoming people with disabilities into training” on our website so that it is accessible to all, in order to inform trainees and staff of the commitments made (speakers, clients, trainees, etc.).
Missions of our Disability Representative
- ENSURE MONITORING
-Identify and update available resources.
-Capitalize the information necessary 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. Disability-related information is stored on a Drive accessible to the entire team.
-Disability awareness training for the entire team will be offered where possible.
- WELCOME, SUPPORT
> Before the course
-Welcome, listen to the person with a disability and assess any specific needs with regard to the disability.
-Inform and raise awareness about the conditions of accessibility and integration into training activities
-Contact the disability representative of client companies or, failing that, a specialized structure to advise and/or guide the person with a disability (AGEFIPH, MDPH, etc.)
-Contribute with the disability representative of client/partner companies or a player specializing in the field of disability to the preparation of useful administrative files
-Evaluate the possibilities for educational adjustments and accessibility of buildings
-Support the implementation/implementation of the most suitable course jointly with the disability representatives of client/partner companies
-Ensure the feasibility of organizational, material and educational adaptations allowing the integration of the person with a disability
- Raise awareness or direct the person with a disability towards prescribers jointly with the disability representatives of client/partner companies
> During the course
-Ensure the reception and monitoring of the person with disabilities
-Reconcile the conditions and compensation for the disability with the support of the disability representative
-Implement facilitating tools to enable integration within the training. Example: organize the presence of a sign language interpreter for a deaf/hard of hearing trainee or subtitle video modules for online training.
> After the course
-Provide specific post-training support for the person with a disability by contacting them several times and adapting to the person's specific needs
-Stay in touch with the disability representative and be present for any action that can help the person launch their activity by adapting to their needs and the specificities of the massages
INFORM, RAISE AWARENESS, DEVELOP A NETWORK OF PARTNERS IN THE TERRITORY
-Be an internal resource person on the subject of disability
-Inform about the role of the disability representative and their availability
-Remove the obstacles created by representations of disability
-Communicate to raise awareness among teaching teams
-Identify and map the major players. Dedicated directory on our partners likely to provide information on the disabled public
-Direct the person with a disability to the relevant stakeholders, according to needs (partnership support guidelines)
-Contribute to possible local dynamics around projects related to disability
-Implement a skills development plan linked to disability awareness
Our disability contact is: CHOUIOUKH Mahdi
For any questions relating to this charter: contact@maderofrance.com > email for the attention of Mr. CHOUIOUKH Mahdi
People with disabilities can benefit from training activities financed by employers and public bodies.
The professional transition project: it allows employees wishing to change jobs or professions to finance certified training courses related to their project. This is a special way of using the personal training account. People who benefit from the obligation to employ disabled workers (OETH) can benefit from it without any seniority conditions.
Employees with disabilities can also follow specific training actions by decision of the Commissions for the Rights and Autonomy of Disabled People (CDAPH). Beforehand, they can define their professional project or their training project in a pre-orientation center (CPO) or carry out a skills assessment.
The vocational rehabilitation contract: employees with disabilities can benefit from a vocational rehabilitation contract with their employer or from training activities in vocational rehabilitation centers (CRP) which are both medico-social establishments and training organizations adapted to the needs of people with disabilities. (Source: Ministry of Labor and Employment consulted on May 27, 2020: https://travail-emploi.gouv.fr/formation-professionnelle/formation-des-personnes-en-situation-de-handicap/)
Internet resources in the field of vocational training for disabled workers (Non-exhaustive list)
MINISTRY OF LABOUR AND EMPLOYMENT
The digital platform "mon parcours handicap" was developed by the Caisse des Dépôts (CDC) and the Caisse nationale de solidarité pour l'autonomie (CNSA), on behalf of the State. It is part of the interministerial strategy "Osons l'emploi". Designed with the aim of providing a single entry point 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, specialist sites, events, etc.); personalized and secure services. https://www.monparcourshandicap.gouv.fr/formation-professionnelle
Contact the MDPH ministry (Departmental Houses for Disabled People)
EMPLOYMENT CENTER
https://www.pole-emploi.fr/candidat/en-formation/definir-vos-besoins/formation-des-personnel-handicap.html
Private Sector Nationals:
AGEFIPH (Association for the Management of the Fund for the Professional Integration of Disabled People)
Agefiph provides you with services and financial assistance to enable you to access training, to facilitate your recruitment in a company, to help you create your business and to help you keep your job. These services and assistance Financial aid is granted under certain conditions. Thus, Agefiph can help you if your disability is recognized, you work in France, you are French or you have a residence permit, you are a student, employee, trainee, self-employed or looking for of a job. https://www.agefiph.fr/articles/demarche/lagefiph-peut-elle-maider
Civil Service Nationals:
FIPHFP (Fund for the Integration of Disabled People into the Civil Service)
The action of the Fund for the Integration of Disabled People in the Civil Service (FIPHFP) aims to enable any agent with a disability to live, in particular through employment, their full citizenship. It supports public employers and takes up the challenge of equality in the areas of employment and accessibility on a daily basis. http://www.fiphfp.fr
OETH
The OETH (Obligation d'Emploi des Travailleurs Handicapés) association has been approved by the Ministry of Labor since 1991. The OETH agreement is the first agreement relating to the obligation to employ disabled workers in the private non-profit health, social and medico-social sector. This agreement is signed by the French Red Cross, Fehap, Nexem and the trade union organizations CFDT, CFTC, CFE-CGC, CGT and FO. It now covers more than 16,000 establishments in the associative health and social sector and 500,000 employees.
CARIF OREF NETWORK (Centers for Animation, Research and Information on Training – Regional Employment and Training Observatories)
Partnership structures supported by the State and the region, the Carif-Oref have a privileged positioning on a regional scale, at the crossroads of State, regional and social partner policies and at the service of professionals in reception, information, orientation, employment, training and the public in the territories. On December 15, 2011, the Carif-Oref network (RCO) was created. It offers a collective, coherent voice but also and above all expertise, productions and shared tools. In particular, it manages the national Offre Info and Certif Info references, at the heart of the Personal Training Account (CPF). https://reseau.intercariforef.org
APF TRAINING
Training organization of the Association des Paralysés de France, APF Formation offers a space for reflection promoting the capitalization, appropriation and improvement of professional practices deployed in institutions by all professionals who contribute to supporting aging people or those with disabilities. https://formation.apf.asso.fr/notre-activite/
ASEI – FORMAT DIFFERENCE
FORMAT DIFFERENCE is a specialized training organization in the health, social and medico-social sector. Its associative form gives it a special status: its goals are, among others, to develop, promote and support any initiative in favor of the promotion, support, aid, reception and assistance of people with disabilities. https://www.formatdifference.org
COMETE FRANCE
Comète France supports patients, from the hospitalization phase, in the construction of 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 that arises from the interaction between a person’s bodily characteristics and the characteristics of the society in which they live. To overcome the difficulties that people with disabilities face, interventions aimed at removing environmental and social barriers are necessary.
Different meanings have been formulated depending on what disability is relativized to, giving rise to various theories for defining disability. In France, the disability law of February 11, 2005 legally defines disability as follows:
"A disability, within the meaning of this law, constitutes any limitation of activity or restriction of participation in life in society suffered in their environment by a person due to a substantial, lasting or permanent alteration of one or more physical, sensory, mental, cognitive or psychological functions, a multiple disability or a disabling health disorder."
International Classification
Created in 1980, the International Classification of Disabilities (ICID) was originally based on the work of Dr Philip Wood, an epidemiologist at the University of Manchester, who analyzed disability in three points: impairment, incapacity, and social disadvantage or disability itself. 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 notions:
- organic function (mental, sensory, digestive function, etc.), i.e. the area of bodily functioning;
- anatomical structure (structure of the nervous system, structure linked to movement, etc.) which situates the physical organization in play;
- activity and participation (communication activity, mobility, etc.) which identifies the operations concerned;
- environmental factors (product and technical system, support and relationship, etc.) which link to potentially disabling external factors.
Typology of disabilities
These disability typologies 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 impairment of motor skills;
- sensory disability includes difficulties linked to sensory organs, including visual or hearing disability;
- mental or intellectual disability is a difficulty in understanding and a limitation in the speed of mental functions in terms of understanding, knowledge and cognition;
- cognitive disability includes difficulties in terms of learning abilities or perception of the environment specific to one or more categories of skills.
Some legislations, such as that of France, distinguish between mental disability, psychological disability and cognitive disability. The WHO, for its part, uses the term "intellectual deficiency" for mental disability. In addition, we must add the specificity of people with multiple disabilities, that is to say those who combine several disabilities.