5 min
A disability-friendly employer
INRAE has been committed to a voluntary approach for several years. The institute is actively involved in the inclusion of disabled people and is currently developing an overall policy on the issue in order to support employees throughout their careers (recruitment, job integration, and stability).
Updated on 02 January 2020
Specific recruitment arrangements
| Process | Description |
|---|---|
| Recruitment through external competitive examination |
INRAE is a public sector establishment, so external examinations constitute the standard route of access to long-term employment. In order to facilitate access to and the completion of examinations for candidates with disabilities, they can if they wish – and with the agreement of an officially accredited physician – benefit from special arrangements. These may vary and be adapted to the candidate’s degree of disability (installation, extended time allowance, assistance, etc.). Similarly, INRAE will ensure appropriate access to the examination rooms.
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| Recruitment through a contract |
Each year, INRAE recruits people with disabilities by means of a contract. This exemption enables persons with disabilities to work in the public sector without passing a competitive examination. A recruitment support committee led by a Unit Director selects applicants with disabilities. After a year on a fixed-term contract, these staff members may be given full tenure following the opinion of a professional jury. > Disability campaign for research scientists and engineers |
Actions for long-term insertion and maintenance in employment
If you have a disability, a skills adviser will participate in your professional integration, and follow-up on any problems. A disability adviser is present in each centre to facilitate your professional integration and your host team will be aware of your situation and smooth your path. A review is always made halfway through the integration process. Training, support or changes to your workstation and/or post will be proposed if necessary.
INRAE ensures the long-term integration of its staff with disabilities, whatever their method of recruitment, and the continued employment of people whose disabilities develop or appear during their careers. The objective is to study all the measures that would make it possible to compensate for people with disabilities in terms of job layout, human assistance and accessibility.
| Mesure | Description |
|---|---|
| Job layout |
Adapted equipment (ergonomic keyboard, screen, armchair, etc.), technical aids (voice synthesis, hearing aids, adapted home-work transport, etc.), adaptation of work methods (written instructions, preparation for stressful situations). |
| Human assistance |
Intervention of a person for the execution of acts of daily or professional life. For example, for an employee with a hearing disability, a sign language interpreter can accompany them during meetings, training, competition session. |
| Accessibility |
Accessibility work can be carried out (access ramp, adapted toilets, automatic door, etc.). It also involves adapting communication tools (specific applications, internet access, etc.). |
Supplementary social benefits
| Benefit | Description |
|---|---|
| Disability compensation CESU |
INRAE can offer its employees with a disability specific financial support for their personal services in the form of Universal Employment Services Cheques (CESU). The CESU is a special payment voucher that can cover different costs related to personal services: assistance for dependent individuals, assistance from a third party, care or hospitalisation at home, psychological support, help with administrative or computer tasks, sign language interpretation, household cleaning and odd jobs, driving or childcare, etc. CESU are provided in the form of vouchers in a “chequebook” showing a printed face value and the identity of the beneficiary. Their annual value can range from €350 to €1000. |
| Increasing the value of holiday vouchers |
Holiday vouchers are based on voluntary saving by a staff member who is eligible for this benefit, to which INRAE contributes a bonus. This bonus is increased by 30% for those benefiting from an obligation for employment. > Contact: handicap@inrae.fr |