The integration of persons with disabilities at Orange Business Services: a comparison of 3 subsidiaries in France, Germany and Switzerland (iimt Executive MBA and Diploma Papers)

Diversity management is on the agenda of most international organisations that are confronted with the variety of nationalities, cultures and religions. The variety of gender is also the most popular topic and benefits from a rather high visibility. Diversity management also encompasses the inclusion of people with disabilities. Not only does an active diversity management shed a favourable light on the organisation as an exemplary social model to copy and to report about, it also translates into improved bottom lines results. Savvy organisations have prospected for some time already in the diversity management, as they have understood the advantages they could get out the creation of an inclusive workplace allowing all their talent to unfold for the benefit of the employer. The inclusive workplace proves to be beneficial for all employees and leads to more attractiveness as an employer for candidates or as a supplier for customers, eager to find the application of social responsibility. The integration of person with disabilities is supported by many western countries that rather recently added to their constitution or in their legal framework articles committing to the equality of chances for disabled people. Across the OECD countries, the states spend on average up to 2% of their GDP on benefits for disability, 2.5 times more than the spending on unemployment benefits. Their utilisation varies from country to country. English speaking countries and liberal markets have adopted an inciting approach based on the respect of equality of chances. Latin countries and less liberal markets have preferred a policy based on quotas and compensating contributions. Disability appeals most of the time negative images that often relates to incapability. Medical treatments, specialised institutions and sheltered workplaces or workshops were the most practised ways to handle disability for decades. In the early 1970's a new approach defined a social model that considers the individual as a part of the surrounding society that through its lack of adaptability creates hurdles handicapping the persons with disabilities. Whilst the medical model survived and is used to evaluate the degree of invalidity leading to the pay out of compensating benefits, the social model is adopted in the institutions and organisations to create an environment favourable to the integration of people with disability.