“15 years ago, I almost begged the employer to give my client a chance,” says Marussia Paradis, strategic development advisor at SPHERE, a service that promotes employment integration.
Since then, she has seen a definite change in mentality. Then, this recent pressure brought by the shortage of employees.
While many employers were once more attracted to employment subsidies, now the interest in inclusion is real, says Marussia Paradis. Perhaps motivated by the labor shortage, but very real.
PHOTO CHARLES WILLIAM PELLETIER, THE PRESS
Around 90% of Axia employees have limitations, often invisible to others.
“It was about time”, launches Stéphane Thériault, director general of the Quebec Council of adapted companies, who regrets a little that it took such a critical situation for things to move.
“We probably would have liked, as a society, for it to happen before that,” he said.
I still think that we should applaud private companies, because they are more and more open to adapt, to receive workers with limitations. We see it everywhere in Quebec and that’s good news.
Stéphane Thériault, Director General of the Quebec Council of Adapted Companies
Employers also know that it’s a positive message sent to other employees to have a diverse team, says Marussia Paradis, who notes that the current situation brings a unique challenge: urgency.
“Entrepreneurs who want labor need it yesterday,” she says.
SPHERE manages subsidies, for example in the case of a shortfall in the salary of an employee, or supervision, such as an interpreter for a deaf person.
“The labor shortage encourages employers to be more open,” observes Laurence Marin, director general of the Grouping of organizations specializing in the employment of people with disabilities (ROSEPH). Before, they recruited the same type of profile, which is no longer available. It forces them to look at different profiles. »
Tolerance as a common denominator
“It really takes precision,” explains Nicolas Lamanque, met at Axia, where he has worked for five years. That’s good, because there is no shortage.
PHOTO CHARLES WILLIAM PELLETIER, THE PRESS
Nicolas Lamanque has worked at Axia for five years.
Nicolas Lamanque has high-functioning autism, which leads to language problems. These are undetectable, even after an interview lasting a good ten minutes. By his own admission, he has an exceptional memory and thoroughness that serves him well in his labeling work.
Axia is an adapted company. Around 90% of employees have limitations, often invisible to others.
“Everyone has something here, apart from the senior leaders who are neurotypical,” explains Nicolas Lamanque. It has a lot to do with mental health: schizophrenia, bipolarity, autism, attention deficit disorder, intellectual disability. All of this is brought together in a melting pot and everyone has their place here. with their needs and abilities. »
And you live together well?
” Yes. Respect is in our values. »
At Axia’s Laval premises, we package products that do not fit into a standard assembly line. The company does subcontracting. The fact that it is a non-profit organization (NPO) makes its rates attractive to its customers, who know that the work sometimes takes longer than if it were done in a standard company.
What Axia is not. On several levels.
PHOTO CHARLES WILLIAM PELLETIER, THE PRESS
At Axia’s Laval premises, we package products that do not fit into a regular assembly line.
“Here, we are very much in training, in communication, explains Pauline Picotin, general manager of Axia. We have training on disability tolerance which allows you to understand that your neighbor has another type of disability or limitation. »
The huge advantage for a disabled person who works in an adapted environment worthy of the name, such as Axia, is this extraordinary support.
The training offered also promotes employee development. In particular, they take part in socio-professional development workshops.
“Employees are grateful to have a job that allows them to develop,” says Pauline Picotin.
Consequently, part of the workforce leaves the NPO each year to return to the so-called regular labor market. “We favor that,” says the director of Axia. They have the right to try the regular market. It’s part of the program. Some come back. »
The necessary framework
However, we must ensure that people with disabilities who start a new job have winning conditions, like all employees.
PHOTO CHARLES WILLIAM PELLETIER, THE PRESS
Axia employees at work on a packaging line
“Regular businesses are not all suited to accommodate this type of workforce,” says Pauline Picotin. His fear: that we want to go too fast, in the name of inclusion, without making sure to do things right.
I’m happy when I go to a regular market and see an employee with limitations. I tell myself that we are more inclusive. But we still have a long way to go.
Pauline Picotin, CEO of Axia
Some people need the context of an adapted company, also believes Laurence Marin, general manager of ROSEPH.
“But I think it’s great that the person can choose where they want to go to work,” she says. If, today, the regular market opens its doors to him, it is a good thing. »
Lack of data and lack of representation
There are few figures that allow a good assessment of the employment situation of people with disabilities, deplores Laurence Marin, also president of the Advisory Committee for People with Disabilities, which is under the aegis of the Ministry of Employment.
“We are sorely lacking in statistics to portray people with disabilities on the labor market,” she says. One of the reasons that may complicate these compilations is the fact that some disabled employees do not belong to any group and do not declare their condition.
PHOTO CHARLES WILLIAM PELLETIER, THE PRESS
The fact that it is a non-profit organization (NPO) makes its rates attractive to its customers, who know that the work sometimes takes longer than if it were done in a standard company.
However, the Committee has targeted clienteles that are still under-represented on the job market. Disabled people are included.
Inclusion as a retention factor
An inclusive and diverse culture fosters productivity and innovation, maintains Samantha Welscheid, who is head of culture and human resources for Quebec and the Capitale-Nationale region at Deloitte.
It’s clear that having a diverse workforce, whether it’s someone who lives with a disability or who has a different skin color, makes us all better. In all. With our customers, in the feeling of belonging internally.
Samantha Welscheid, Head of Culture and Human Resources for Quebec and the Capitale-Nationale region at Deloitte
Plus, someone different is inevitably going to have a different point of view, she says.
“The more diversity there is, the better the company will adapt to change,” continues Samatha Welscheid.
According to her, inclusion allows a general sense of belonging within a company and people are more inclined to stay there. According to a 2021 study published in the Harvard Business Reviewemployees are 12 times more likely to stay with a company seen as inclusive, she cites.
However, people with disabilities are sometimes excluded from diversity.
“Even at this time, we must redouble our efforts so that our clientele of disabled people is not forgotten in the big hat of diversity, says Laurence Marin, who still sees more openness.
“The labor shortage is forcing employers to relax criteria and adjust their recruitment process,” she says. It benefits our customers. I see it from a very positive angle. »
Learn more
-
- 59%
- Only 59% of people with disabilities are employed, compared to 80% of people living without a disability.
SOURCE: Canadian Study on Disability, 2017