More inclusive policies for public-sector employees with disabilities

Whereas the proportion of people with disabilities in the civil service increased in 2019 and is now close to the target of 6% set by law, there are still – according to the latest annual report published by the FIPHFP (a fund that was set up to provide public-sector job opportunities for persons with disabilities) – significant discrepancies between France's three civil service branches: 7.04% in the local civil service, 5.79% in hospitals and 4.86% at central government level.

While the majority of countries in the EU – 16 of them – have, like France, introduced a quota system (which Ireland applies only to the public sector), Denmark, the United Kingdom and Sweden have refused to do so, and instead apply the principle of non-discrimination. The remaining eight countries prefer to take a soft law approach, primarily based on the use of financial incentives to encourage and promote initiatives.

In Germany, where all public administrations meet or exceed a threshold set at 5%, each body must have elected representation for people with disabilities. This representation consists of one or more members of staff (who may be granted a leave of absence depending on the number of employees) who report to management and who are involved in all decision-making (hiring, mobility, promotion, etc.), provided that the measure affects at least one person with a disability. Representatives are granted five extra days of annual leave and the right to retire two years early.

In Spain, the Autonomous Community of Aragon elected to increase the national quota from 5 to 8% for local government staff, a pilot programme that is being keenly observed by the rest of the country. The additional percentage is specifically reserved for groups that are still under-represented: 2/3 of these positions will go to people with intellectual disabilities and 1/3 to those with mental disorders.

However, apart from numerical targets, some initiatives are being carried out to help break down any remaining barriers. Examples include the following:

• In Austria, a dedicated unit ("Bundessache") reviews job descriptions, checks employment conditions and searches for potential candidates in cooperation with its local office. It supervises the employee's workstation adaptations and also provides services (personal assistance, individual coaching, transport). Managers are required to attend awareness-raising sessions on accessibility arrangements.

• Two incentive schemes in New Zealand (Lead Toolkit) and the Netherlands (Toolbox inclusief) are intended to promote the hiring, integration and professional development of those with disabilities. They compile all relevant information for public employers as well as a compendium of best practices. Employees are supported throughout the various stages by a skills centre.

• Aware of the key role that the first few weeks in a new workplace can play, the State of New South Wales – Australia's largest employer – has designed a specific "Onboarding and Induction" programme aimed at all employees.

This summer, following on from new legislation passed by the Parliament in Ottawa in late 2019, Canada unveiled its Accessibility Strategy for the Public Service. It consists of five goals covering employees' career paths as well as adaptation of the built environment and workplace tools. A dozen performance indicators, including perception surveys, will measure annual progress.

Launched twelve years ago, the "DuoDay" campaign has now taken root in a number of European countries and the public sector is doing its fair share. The idea is simple: one day a year, an employee with a disability pairs up with a volunteer colleague. This is an excellent opportunity to meet people with disabilities, to change one's outlook and, together, to overcome prejudices. The next DuoDay will take place on 19 November 2020.