2010
DOI: 10.3166/rfg.202.13-31
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Insertion et maintien dans l'emploi des personnes handicapées. Le cas des grandes surfaces de bricolage

Abstract: La loi du 11 février 2005 a accentué la pression pour inciter les entreprises (de plus de 20 salariés) à embaucher et maintenir dans l'emploi les personnes handicapées (quota de 6 % des effectifs). Comment une entreprise de grande distribution dans le secteur du bricolage s'acquitte de cette obligation ? Cet article apporte des réponses à cette question en intégrant le paramètre des conditions de travail (particulières dans ce secteur), les pratiques de management, en questionnant aussi la motivation particuli… Show more

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Cited by 10 publications
(7 citation statements)
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“…Based on this claim, they developed both specific recruitment channels (disability-only sourcing pools) and reformed the recruitment process in a way that often moves away from objective "skill sorting" (Rivera 2012b)-a notion that many scholars challenged (Eymard-Duvernay and Marchal 2000; Rivera 2015)-and fosters a subjective, emotional, and interpretive assessment of the trajectory of job applicants with disabilities. I have described these changes as being both useful in increasing the recruitment of job seekers with disabilities as well as having unintended consequences that reinforce internal stratifications among people with disabilities and facilitate a generosity-tainted assessment of future employees that could lead to issues for their career evolution (Everaere 2010). I have outlined how these practices lead to fostering the selection of job applicants with less incapacitating disabilities and put more emphasis on the emotional assessment of job seekers.…”
Section: Discussionmentioning
confidence: 99%
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“…Based on this claim, they developed both specific recruitment channels (disability-only sourcing pools) and reformed the recruitment process in a way that often moves away from objective "skill sorting" (Rivera 2012b)-a notion that many scholars challenged (Eymard-Duvernay and Marchal 2000; Rivera 2015)-and fosters a subjective, emotional, and interpretive assessment of the trajectory of job applicants with disabilities. I have described these changes as being both useful in increasing the recruitment of job seekers with disabilities as well as having unintended consequences that reinforce internal stratifications among people with disabilities and facilitate a generosity-tainted assessment of future employees that could lead to issues for their career evolution (Everaere 2010). I have outlined how these practices lead to fostering the selection of job applicants with less incapacitating disabilities and put more emphasis on the emotional assessment of job seekers.…”
Section: Discussionmentioning
confidence: 99%
“…Additionally, these recruitments compel more disclosure of disabilities in the workplace and draw on emotional tools for assessment that might raise challenges for professional integration. Previous scholars have discussed how the work of workers with disabilities is often imbued with too much "emotional management" and notions of generosity (Everaere 2010), which is dismissive and potentially harmful. Others have discussed how quotas lead to casting unsubstantiated doubts about beneficiaries' merits (Santos, Amâncio, and Alves 2013;Ovichegan 2015).…”
Section: Discussionmentioning
confidence: 99%
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“…Accordingly, they crystalized a domination entrenched in emotional responses, which needs to be understood through the lens of the cultural politics of emotions, given that such charitable feelings "involve complex relations of power" (Ahmed, 2014: 22). For instance, generosity-tainted management and recruitment can lead to professional downgrading and pose challenges for workers with impairment, which in fine disadvantage disabled workers (Buchter, 2019(Buchter, , 2020Everaere, 2010).…”
Section: The Critical Contributions Of Disability Studiesmentioning
confidence: 99%
“…En France, la loi de février 2005 oblige les entreprises de plus de 20 personnes à embaucher un quota minium de 6 % de personnes handicapées, mais de nombreuses entreprises préfèrent s'acquitter d'une amende financière, plutôt que de faire cet effort d'intégration. Une étude menée dans les grandes surfaces de bricolage montre qu'une politique volontariste permet pourtant d'augmenter significativement le nombre des handicapés dans les effectifs, y compris dans un secteur réputé a priori difficile d'accès (Everaere, 2010). Le Roy-Hatala (2009) distingue deux axes pour montrer les différents leviers qui peuvent être mobilisés vis-à-vis du handicap : l'axe du mode de gestion (traitement médico-social vs. R.H.) et celui du niveau de formalisme (culture d'entreprise vs. traitement centralisé et réglementé).…”
Section: Intégrer Les Salariés Vulnérablesunclassified