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Having a strong social vocation, Pharma companies should integrate Handicap and Diversity within its structure and rules. But these one, with all the regulatory constraints which governs them, could not appear at first like a sector favourable to the employment or handicapped personnel maintained in their job. From restrictive representation of the handicap, i.e. physical and mental handicap *, GMPc requirements could appear like a employment barrier in pharmaceutical areas.
Within company, top management, HR services, executives, CHSCT services, unions, occupational physician have to concur for the integration of an handicapped person.
(* 80% of the handicaps are non visible. Less than 3% of the handicapped people are in wheel chair)
Among success factors of an handicapped worker integration, lets quote :
A sustainable and strong willingness
Simultaneously to the legal employment requirements, Management should state its policy and its commitment. Program and precise objectives will show it, a steering committee coaching and managers, a regular communication close the personnel, but also suppliers, externals and contractors will contribute. The signature of an company agreement is also one of the means to state its commitment, in coherence with the industry agreement and LEEMS association “mission handicap”.
A HR policy favourable and adapted
The recruitment process must be adapted without falling into positive discrimination. Companies could be supported by handicapped worker placement organization, as Cap Emploi or ADAPT but research could be performed also with local associations (MDPH, CRP, ESAT) or OPCA.
HR personnel and managers should be trained to recruitment interview of workers handicapped to be at ease and skilful. The candidate choice will relate primary to competences, but the welcoming, installation and training needs should not be neglected.
For serving the same philosophy, any project or company change (activity, process, equipment, services, organization) having an impact on employment could be the opportunity to diagnose our employability system.
A detailed analysis of the activities/skills on the Job
This stage, paramount for the company and then employee, could be done using job description or activities mapping. Never forget that competences requested are the same for invalid or valid person. The analysis will make possible to identify requirements in training or installation for job workplace. This information will be useful for the management and occupational physician which will be able to establish recommendations, without prejudging candidate capacities, who is the only one with being able to judge them.
An adaptation (if needed) of the environment and work tools
Have to be integrated at this stage the same representatives as for the prevention of the occupational hazards (EHS, CHSCT, Physician and ergonomics). AGEFIPH association will be able to study and co-finance installations or compensations, if any. Organization could also adapt through a personal timing proposal for instance, but in any cases, discussion must be done with the employee. “GMPs Barriers” will disappear from themselves if manager forces to think that no job is closed to handicapped personnel. The access process in operational areas (protective clothes, strict hygiene rules, gowning rooms…), packaging equipment control and use are as many situations which appear difficult to manage but for which solutions exist. It is often under estimated agility or adaptation capacity developed by handicapped workers “to be and make like everyone’s ”. On the job installation is not systematic.
An integration management and its follow-up
As for any new employee, there is not integration without coaching. On the job trainer system could be set up from the beginning, and to ease the team integration. Don’t do too much, just to identify and figure out concerns that could be linked to his/her handicap.
Each situation of handicap, as well as the proposed answer, are specific to a person and her environment. The follow-up is essential because work situation as well as handicap can move.
Employee awareness
Fear, intolerance, incomprehension, ignorance…, are many feelings that could occur and jeopardise team relationship. Do not hesitate to prepare teams, to listen people and grow up their handicap references. The handicapped colleague should not prove more that others, its handicap could be without impact on work, be align with efforts that he will develop to be integrated in our pharmaceutical universe.
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