La mise en oeuvre d'une démarche " diversité en entreprise ". Le cas de l'intégration des personnes en situation de handicap

Some companies endeavour to implement a Corporate Social Responsibility (CSR) approach in recruiting disabled people. This " diversified sourcing " method provides an opportunity for companies to enlarge their pool of candidates, to respect legal obligations (Law of February 11, 2005, For Equal Rights and Chances, Participation and Citizenship of Handicapped People) and to fight against discrimination at the moment of recruitment. The professional insertion of handicapped people is also regarded as a first step towards Diversity Management (DM). One of the major concerns of the HR professionals is to guarantee a long-term integration of disabled workers. The aim of this article is first to better understand difficulties faced in integrating the handicapped, and second to discuss those success factors that ensure a sustainable socialisation of this population. These aspects are illustrated through concrete examples from a regional working group of social partners (CJD=Young Business Leaders Organisation of Nantes Atlantique and the CFDT=French Democratic Confederation of Labour of the Pays de la Loire) in collaboration with Audencia on the topic of "Diversity Management". The article shows also the role of social dialogue to fight against discrimination and to ensure a successful implementation of a Diversity Approach.