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Supporting people with disabilities during training is essential, not only for your organization and the maintenance of your certifications, but also and above all to provide beneficiaries with the best possible service.
Contents:
The term “handicap” was given its current definition in the 1960s to bring together several terms referring to disabilities (“inadapté”, “invalide”, “infirme”, “mutilé”); and its legal definition was established by the law of February 11, 2005.
A disability is any limitation of activity or restriction of participation in society experienced by a person in his or her environment due to a substantial, lasting or permanent impairment of one or more physical, sensory, mental, cognitive or psychic functions, a multiple handicap or a disabling health condition.
Law of February 11, 2005, art. 14.
Training organizations and CFAs must be accessible. This means that material and human resources must be made available to enable everyone to benefit from training. This can take the form of physical access to premises, the provision of clear information on possible adaptations for people with disabilities, or raising awareness among staff, learners and companies.
To make your organization accessible, you can work with disability specialists, your organization’s disability advisor, but also and above all with the person themselves. If adaptations are costly and require the implementation of compensatory measures (provision of specific equipment, human assistance, etc.), Agefiph can intervene and propose financing.
And don’t forget to ensure that your assessments are accessible, with appropriate procedures. This is all the more important if you are or wish to become a certification body.
In addition, to benefit from public and mutual funds, you need to be Qualiopi certified. To obtain and, above all, maintain Qualiopi certification, it is essential to take account of people with disabilities. This applies to all criteria and is cross-functional.
If you have – or wish to register – a certification with France Compétences, whether with the RS or RNCP, it is essential to ensure that your certification takes account of people with disabilities.
You’ll need to prove that you take disability into account in a variety of situations, and in particular that you’ve thought about how you might adapt your training and assessment methods. If the skill (RS) or profession (RNCP) cannot be compensated for, and is therefore inaccessible to people with a specific disability, this should also be mentioned.
Your certification frame of reference, your certification regulations and your application for registration (for RNCP only) must take account of people with disabilities. You’ll need to give precise examples of real or likely situations, and the compensation planned.
There are a number of best practices that can be put in place to welcome a trainee with a disability.
First of all, it’s important to set up a disability referent. This person can then undergo training to find out about support systems and support structures, and advise and train employees.
Networking is also essential. This means identifying people and organizations likely to help people with disabilities, and contacting them when necessary. If your organization can’t take on a trainee with a disability, you also need to be able to redirect them to suitable structures that can. These structures and partners, such as Cap Emploi or Agefiph, must be accessible to the public; you can, for example, list them on your website. Remember to check if there are any local or regional players.
It is also essential to build a solid relationship to support people on their career path, particularly because of the stigmas and codifications that drive people with disabilities to minimize or conceal their difficulties. Beneficiaries need to feel at ease with their trainer and within the organization.
If you feel you can take on the trainee, it is your duty to assess and propose the necessary accommodations to help him or her learn properly. The government has drawn up a booklet outlining a number of good practices to be adopted according to the type of disability. This booklet is not, of course, to be followed to the letter, but should be adapted in collaboration with the trainee.
It’s a single point of contact for PSH. Specific training is advisable, and a set amount of time must be allocated to the job (though not necessarily full-time). He or she must adapt to the type of establishment and its specific features, which is why there is no standard job description. However, certain tasks are common to most facilities:
There are diploma courses for disability referents. All in all, this is the person who will mobilize the players when needed, and provide personalized support through accommodation.
The disability advisor can call on the support of Ressources Handicap Formation to help them develop the accessibility of their training center, and take better account of compensation needs.
There are a number of organizations dedicated to supporting people with disabilities.
This list is by no means exhaustive.
When training people with disabilities, you need to be aware of the few elements that diverge from normal training.
As far as apprenticeships are concerned, there is no age limit for people with disabilities. A disabled person can be an apprentice while retraining, for example. What’s more, apprenticeships can last up to 4 years, as opposed to the usual three.
Financing :
