2024 Disability Agreement

In line with the Group's ambitions in terms of Corporate Social Responsibility, and in keeping with one of our 5 CSR commitments (social performance), Scalian needed to develop a strong inclusion policy for workers with disabilities. This was achieved with the signing of a Disability Agreement on 4 March 2024. 

Negotiated with the trade unions and approved by the French Labour Department, this agreement covers a period of 3 years, and may be renewed once. 

Our commitment 

Through this agreement, the Group undertakes to : 

• Recruiting and legitimising the work of a National Disability Coordinator, who will steer the Group's disability policy and related projects. 
• Developing and deploying an appropriate recruitment policy 
• Train recruitment and management teams in recruiting and integrating employees with disabilities 
• Adapt workstations and working conditions for employees with disabilities 
• Raise employee awareness of disability issues in the workplace
• Develop greater use of services provided by companies in the adapted and sheltered employment sectors 
• Lead and train a team of regional disability advisers 

Recruitment targets set by the Disability Agreement 

The Group has set itself ambitious and achievable targets for the recruitment of people with disabilities, enabling us to reach a weighted employment rate of 2.5% by the end of the three-year period. Our aim is to increase this figure to 15 recruitments and 3 apprenticeships in 2024, 20 recruitments and 3 apprenticeships  in 2025, and 25 recruitments and 3 apprenticeships  in 2026. 

Our Human Resources teams will be equipped with new resources to achieve these targets, including training, new institutional partnerships, new sourcing tools, and making our careers website more accessible. 

Job retention 

A recruitment plan without measures to help disabled employees remain in employment is not enough to achieve the objectives set out above. This is why Scalian and its trade unions wanted the job retention provisions in the agreement to cover the widest possible range of actions.

Reception and training 

Access for workers with disabilities to the full range of training made available by the company is a major issue in the Disability Agreement. The Group has made provision for a number of specific follow-up measures: 

• Helping employees take up their new posts 
• Maintaining social links 
• Adapting the training on offer 
• Individualising content 
• Developing skills