Inclusive Professional Integration Guide – Employers and Colleagues

History

1960s – The movement of persons with disabilities becomes increasingly organized, visible and international.
Paradigm shift – Difficulties come from the lack of inclusion in society.
Activism: “Nothing about us without us”, “Independent and dignified life”.

References: Handicap International, Projet Emploi et Handicap, “Understanding disability”, Technical sheet N°1, fr.scribd.com, June 2020

Figures

• 15% of the world population live with a disability
  Source: World Report on Disability, WHO, 2011
• 16.5% of Cameroon’s population live with a disability
  Source: Sightsavers, 2017
• 25% of people living on less than $1 per day are persons with disabilities
  Source: Council For Disability Awareness, 2013
• 85% of disabilities occur during the course of life.
  Source: UNDP

Definition of disability

Physical, sensory (sight, hearing), intellectual, or lasting limitations. When interacting with barriers in society. An impairment is different from a disability, which is a possible consequence.

Source: Article 1 of the Convention on the Rights of Persons with Disabilities.

Concept that varies according to context and environment.

Environmental factors

Barrier – Example: Stairs.
Facilitator – Example: Ramp.

Image: Wikimedia, MissLunaRose12, Social Model of Disability 1, CC BY-SA 4.0

Identification of various disabilities

• Physical impairment: Hemiplegia, paraplegia, cerebral palsy.
• Hearing impairment: Tinnitus, deafness (mild, moderate, profound).
• Visual impairment: Color blindness, retinal diseases, blindness.
• Cognitive impairment: Autism spectrum disorder (ASD), dyslexia, dyspraxia, dysphasia, attention deficit disorder (ADD).
• Intellectual disability: Mild, moderate, profound. Down syndrome.
• Mental health condition: Schizophrenia, bipolar disorders.
• Chronic illness: Diabetes, hemophilia, multiple sclerosis, rheumatism, allergy, cardiovascular disease, musculoskeletal disorders.

Terminology

Terminology recommended by international organizations working in the field:

• Person with a disability (CRPD)
• Person in a situation of disability
• Person living with a disability
• Visually, hearing, cognitively impaired person
• Person living with a visual, hearing, cognitive disability
• Wheelchair user
• Non-disabled person

Question for reflection: Why do you think this terminology is recommended?
Answer: It reminds us of the person’s humanity. Moreover, this terminology is gender‑neutral, so it includes girls and women!

References: Handicap International, Projet Emploi et Handicap, “Understanding disability”, Technical sheet N°1, fr.scribd.com, June 2020

Inclusive communication

With a person with a physical impairment
• Position yourself at their height to speak
• If a load seems heavy, offer your help.

With a person with a hearing impairment
• Look at the person directly, many people can lip‑read
• If they have an interpreter, still look at the person
• Speak clearly, in a normal tone and at a moderate pace
• Use short, simple sentences, rephrase if necessary
• Use writing if needed
• Provide written versions of instructions

With a person with a visual impairment
• Address the person by name during a conversation
• Offer your arm to guide them, if they wish
• Check the accessibility of computer tools

With a person with a cognitive impairment
• Take time to listen and understand
• Have a welcoming expression to build trust
• Use simple sentences, without too many details
• Give the person time to express their opinions
• Provide written versions of instructions

With a person with an intellectual disability
• Take time to listen and understand
• If they have a caregiver, still address the person
• Have a welcoming expression to build trust
• Use simple sentences, without too many details
• Use visual support
• Give the person time to express their opinions

References: Handicap International, Projet Emploi et Handicap, “Understanding disability”, Technical sheet N°1, fr.scribd.com, June 2020

International legal framework

• 1958 – Convention No. 111 against discrimination in employment
• 1983 – ILO Convention No. 159 on the employment of persons with disabilities
• 2006 – United Nations Convention on the Rights of Persons with Disabilities
• 2019 – One of the seven pillars of the ILO centenary for an inclusive labour market

Image: Wikimedia, Steve Cadman, The United Nations Secretariat Building, CC BY-SA 2.0

References: Handicap International, Projet Emploi et Handicap, “Disability Policy”, Technical sheet N°4, fr.scribd.com, June 2020

Question for reflection: What is the benefit of adopting international conventions?
Answer: To develop tools with people from different countries for greater impact. To encourage countries that have little or no national policies for persons with disabilities to invest in this area.

National legal framework, Cameroon

• Law of April 16, 2001 on Higher Education – Protection against any discrimination. Encourages university institutions to take appropriate measures to facilitate access for persons with disabilities.
• Law of April 13, 2010 on the protection and promotion of persons with disabilities
  Ensures socio‑economic integration through access to education in mainstream or special schools, vocational training adapted to the disability, recruitment priority in employment for equal qualifications.
  Provides for training institutions for trainers by type of disability, for initial and continuing staff training.
• For women, including those with disabilities – Tools to fight double discrimination
  National Gender Policy Document 2011‑2020.
  Strategic axis 1 aims to promote equal and equitable access to education for girls and boys.
  Implementation strategies:
  • Integrating a gender approach into training programmes at all levels;
  • Combating sexist stereotypes in textbooks;
  • Promoting functional literacy;
  • Capacity building for girls/women in ICT;
  • Partnerships with associations, NGOs and other stakeholders to increase women’s participation in scientific initiatives;
  • Establishment of gender clubs in educational institutions.

Inclusive HR planning based on objective criteria (skills)

5 key steps

1. Design an inclusive job offer
2. Select diverse applications
3. Develop an objective candidate analysis grid
4. Plan an inclusive interview
5. Develop innovative recruitment methods

Design an inclusive job offer

• Focused on job objectives and essential tasks
• Inclusive and gender‑neutral job title
• Objective description of the position and its constraints
• Publication in different formats (electronic for audio reading), printed displays with a readable font size
• Mention of the commitment to inclusive professional integration

Select diverse applications

Various means of disseminating the offer:

• On institutional and private job sites and specialized networks
• On social networks
• Through DPOs such as Promhandicam

Develop an objective candidate analysis grid

• Uniform requirements (degree, qualifications)
• Uniform framework – comparable interview time
• Uniform grid – objective questions on skills and interpersonal abilities

Image: Wikimedia, Pearson Scott Foresman, Balance – Scales of Justice (PSF), public domain.

Plan an inclusive interview

Accessible building and office.

Image: Wikimedia, Chongkian, Sungei Wang Plaza – Wheelchair Ramp, CC BY-SA 4.0

Develop innovative recruitment methods

Depending on the position, alternative recruitment methods may better reveal talent.

• Exercise sessions : practical exercises similar to the job duties to demonstrate skills.
  Examples:
  • Receptionist: take calls and write emails
  • Cleaner: clean an office or a room
  • Mechanic: repair a car
• Half‑day job tryouts : introduce candidates to a job and assess their skills at the end of the tryout.

Image: Wikimedia, Jon Opprecht, DINA Voraussetzungen Digitale Nachhaltigkeit 07 Partizipationskultur Schwarz, CC0 1.0

References: Handicap International, Projet Emploi et Handicap, “The inclusive recruitment process”, Technical sheet N°6, fr.scribd.com, June 2020

Inclusive framework

• Building accessibility (safety, evacuation plan)
• Workplace adaptations
• Inclusive work organisation

Video: Homewood Health, Supporting Employees with Disabilities, 2021

We all have challenges. Taking into account those of persons with disabilities helps in two ways:

• Beneficial for all employees and customers
• Building a more humane and just society

Physical impairment (hemiplegia, paraplegia, cerebral palsy)

Challenges: Standing or sitting for long periods is difficult. Handling certain objects. Moving in certain environments.

Building accessibility: Stair handrails, turning spaces, ramps with gentle slopes (6% over 2 metres, 10% over 0.5 metres – over 12% unusable), accessible equipment and switches, toilets with space and handrails.

Image: Wikimedia, Chongkian, Sungei Wang Plaza – Wheelchair Ramp, CC BY-SA 4.0

Workplace adaptations: Adjustable desk height.

Inclusive work organisation: Allow time for travel to meetings. Constructive criticism.

Cost of adaptation measures: Low cost. Durable investment, also beneficial to customers.

Hearing impairment (tinnitus, deafness: mild, moderate, profound)

Challenges: Oral communication.

Building accessibility: Signage with relevant colours (red for danger, green for permission). Visual fire detection system.

Inclusive work organisation: Written communication. Constructive criticism. Face the person (many lip‑read). If an interpreter is present at a conference, ensure they have a central place on stage.

Cost: 0.

Visual impairment (colour blindness, retinal diseases, blindness)

Challenges: Moving around. Reading non‑adapted documents (printed or image files).

Building accessibility: Obstacle‑free corridors.

Workplace adaptations: Adapted computer workstation.

Inclusive work organisation: Allow time for travel to meetings. Provide Word or PDF documents for screen reading. Sometimes Braille documents may be needed. Constructive criticism.

Cost: 0 or very low.

Cognitive impairment (autism spectrum disorder – ASD, dyslexia, dyspraxia, attention deficit disorder – ADD)

Challenges:

• Dyslexia: reading large amounts of information, multitasking.
• ASD: orientation in large buildings, concentration issues with noise or distractions, multitasking, social relations (implicit codes).

Workplace adaptations: Brief written materials. Isolated space for concentration.

Inclusive work organisation: Respect for barrier measures. Task and schedule planning. Concise and clear written communication. Written and visual supports. Frequent positive reinforcement. Constructive criticism.

Cost: 0.

Intellectual disability (mild, moderate, profound – Down syndrome)

Challenges: Orientation in large buildings, communication, concentration issues with noise or distractions, multitasking, complex tasks.

Building accessibility: Signage with relevant colours (red for danger, green for permission).

Workplace adaptations: Pictogram signage.

Image: Wikimedia, Thibault fr, Pecs 01, CC BY-SA 3.0

Inclusive work organisation: Respect for barrier measures. Task and schedule planning. Concise and clear written communication. Written and visual supports. Frequent positive reinforcement. Constructive criticism.

Cost: 0.

Mental health condition (bipolar disorders, schizophrenia)

Challenges: Heavy tasks, emotion management, complex oral instructions.

Building accessibility: Bright lighting.

Inclusive work organisation: Concise and clear written communication. Frequent positive reinforcement. Constructive criticism.

Image: Wikimedia, Pumbaa80, Smiley, Public domain.

Cost: 0.

Chronic illness (diabetes, haemophilia, multiple sclerosis, rheumatism, allergy, cardiovascular disease)

Challenges: Multiple sclerosis: moving around. Allergy: depends on the allergy.

Building accessibility: Multiple sclerosis: stair handrails.

Inclusive work organisation: Scheduled breaks. Allow time for travel to meetings. Constructive criticism.

Cost: 0.

For more information on giving constructive criticism:
Indeed, “How to give and receive constructive criticism”, indeed.com, August 17, 2024.
https://www.indeed.com/career-advice/career-development/constructive-criticism

References: Handicap International, Projet Emploi et Handicap, “Examples of workplace adaptation”, Technical sheet N°8, fr.scribd.com, June 2020

After workplace adaptations, the retention of human resources with disabilities is an essential approach for a successful and sustainable inclusive professional integration.

Inclusive framework

Training/support, healthy organisational culture, career advancement.

Persons responsible for human resources retention

• Managers
• HR managers
• You and me

Protection of human resources

Protection measures:

• Physical health:
  • Safe building and workstations
  • Protection against physical violence
  • Protection against sexual violence
• Psychological health:
  • Protection against verbal violence
  • Protection against psychological violence
  • Stress reduction
  • Reducing ambiguity
  • Reducing uncertainty

Valuing human resources

Recognition

• Autonomy: Let employees make certain decisions. If an honest mistake, give a chance to improve.
• Trust: Trust others in how they perform tasks and achieve results.
• Regular appreciation: After efforts or a successfully completed task. Examples: Thank you, good job, much appreciated!
• Training: Capacity building. Examples: CLÉ Program workshops.
• Work‑life balance: Allow absences or schedule adjustments for personal or family reasons.
• Rewards: Meals, promotional discounts for organisation services, performance bonuses.
• Periodic recognition: Positive monthly evaluation. Employee of the month or year.

Image: Wikimedia, Arief Azazie Zain, Best Admin Trophy, CC BY 4.0

References

• Handicap International, Projet Emploi et Handicap, “Examples of workplace adaptation”, Technical sheet N°8, fr.scribd.com, June 2020
• International Labour Organization, “Environmental factors in the workplace”, ilo.org, 1 January 2001

National and international advocacy organizations for inclusive employment

International organizations

Global Business and Disability Network
Founded in 2015, it has subsidiaries in several countries. Promotes exchanges on inclusive practices for companies and organizations involved in the disability field.

International members:
IT: Microsoft, IBM
Cosmetics: L’Oréal, GSK

International members with a subsidiary in Cameroon:
Telecommunications: Orange
Banks: Société Générale, Standard Chartered Bank
Food: Nestlé
Hospitality: Accor (Ibis)

National organizations

Promhandicam: Since 1975!
Image: Promhandicam

Question for reflection:
What is the benefit for these large companies to get involved in inclusive employment?

Answer:

• Benefit of a skilled, committed and loyal workforce
• Source of information on diverse customer needs
• Listening to staff challenges contributes to a climate of trust at work and to company performance