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Fyntha Parant, Head of Diversity and Equal opportunity at Elior France: “recruiting employees means recruiting people irrespective of their difference”

Convinced that the diversity of the company’s teams is a source of wealth, innovation and performance, Elior strives to promote access to sustainable employment and support people with disabilities in France.

On the occasion of the 24th edition of the European Disability Employment Week (EDEW), Fyntha Parant, Head of Diversity and Equal opportunity at Elior France, resumes the commitments in favor of the integration and job retention of disabled people.

How would you define your job as Head of Diversity and Equal opportunity?

Fyntha Parant My daily goal is to help employees realize their potential, break down the stereotypes that surround the issues of disability and “difference” in general. I achieve this mainly via training programs and awareness-raising initiatives for all stakeholders. Since 2016, our actions on the theme of disability have been centered mainly on supporting employees with health issues. We have created a specific unit to support teams on the ground with regard to taking into account individual job retention situations. Every day, two people dedicate their time to this mission. 

One out of two people will be confronted with some form of disability at one time in their life.

Fyntha PARANT - Head of Diversity and Equal opportunity at Elior France

Who are concerned?

FT Disability is a very broad issue that concerns a lot of people. It covers motor, sensory, psychological and mental disabilities, as well as disabling diseases, etc. One out of two people will be confronted with some form of disability at one time in their life.

What measures have been put in place?

FT We intervene throughout the year on the issue of disability with managers, collaborators, and regularly train sector, restaurant and site managers.  In addition, every year, we organize events for European Disability Employment Week(s) during which we present Elior’s disability and job retention policy at workshops carried out within the company. For Elior, this is an opportunity to raise awareness, while stimulating employee interest in the approach. This year, due to current health standards linked to the sanitary crisis, all activities are digitalized: escape game, sports challenge, quiz, manager testimonials video, etc.

At Elior France, our stance on recruitment implies recruiting employees regardless of their difference.

Fyntha PARANT - Head of Diversity and Equal opportunity at Elior France

How do you promote access to employment?

FT At Elior France, our stance on recruitment implies recruiting employees regardless of their difference. All job vacancies are visible everywhere and accessible to everyone. At the national level, we are supported by Cap Emploi organizations (financed by Agefiph) whose mission is to help people with disabilities (and their employers) find employment and provide them job-retention support. When we are looking to recruit an employee, we post a job-vacancy ad on our dedicated site. This is automatically shared on the Agefiph portal and is therefore accessible to all Cap Emploi outlets in the region. Concretely, those who support individuals with disabilities have visibility on our job offers. 

To facilitate access to employment, we also offer approved immersion courses with the possibility of a flexi-time working arrangement.

Thanks to this policy, I am proud to say that employees with disabilities now account for more than 6% of Elior’s workforce in France; proof that it is possible!

Every handicap is different, as is the form of support we provide. 

Fyntha PARANT - Head of Diversity and Equal opportunity at Elior France

Can you tell us more about the type of support provided by Elior in France? 

Every handicap is different, as is the form of support we provide. We work hand in hand with the Handicap Missions of our clients and specialized players such as Cap Emploi. 

We organize regular meetings with teams and human resources departments to identify specific needs on a case-by-case basis. This enables everybody to know what their role is, have access to tools and anticipate situations of incapacity. If necessary, teams are trained and can offer the employee concerned help in the administrative process to recognize their disabled worker status (RQTH). In addition to our other support solutions, we offer individualized training courses and even job adaptation solutions with the help of the occupational physician. 

The support process may be initiated by us or by the employees themselves, in which case, they can contact their manager or human resources manager. Since 2016, a free, confidential number has also been available to all employees seeking answers to their questions on health and disability issues. There is also an email address indicated on all our internal communication media and a dedicated  website.

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