Work integration: how can we make room for people struggling to access employment?

Socioprofessional integration: the role of employers

As employers, companies play a key role in the socio-professional integration of people struggling to access employment. In addition to specific clauses (which stipulate that a set proportion of hours must be assigned to people on work integration schemes) being increasingly included in public procurement contracts, integration provides companies with the opportunity to contribute to the vitality of the cities and regions in which they operate. It also drives performance, in that it enables atypical profiles to be integrated, and their different experiences bring new perspectives and creativity to the companies they join. Lastly, integration boosts the appeal of the employer brand and the motivation of employees, who take pride in their company’s socially-responsible attitude.

Many leading French groups are contributing to the professional integration of people struggling to access employment. At the Michelin group, for example, the company foundation supports the “Envie” network, which employs people through work integration schemes on projects related to the circular economy. Meanwhile, the VINCI group has developed its own system: Many leading French groups are contributing to the professional integration of people struggling to access employment. At the Michelin group, for example, the company foundation supports the “Envie” network, which employs people through work integration schemes on projects related to the circular economy. Meanwhile, the VINCI group has developed its own system: social joint ventures, joint undertakings that combine a structure specialised in work integration and a VINCI group subsidiary. The aim is to give people on work integration schemes the chance to develop solid skills and guarantee their long-term employability, whilst equally meeting the labour requirements of the Group. Of the 20 social joint ventures that exist in France, four involve VINCI companies. Equally part of its long-term approach to work integration, the Group has created VINCI insertion Emploi (ViE), a social enterprise that supports more than 1,200 people struggling to access the job market each year, working closely with the Group’s business units. “This structure, the only one of its kind among major French companies, supports close to 3,000 people per year. Its aim is to help men and women who have been struggling to access the job market or who are at risk of being excluded from it to return to long-term employment, and then support them throughout their contract,” explains Ludovic Demierre, VINCI’s Director of Human Resources.

A major challenge: removing obstacles to integration

Despite the benefits it offers, work integration still encounters several obstacles: perceived cost, insufficient cultural adaptation in organisations or a lack of preparation in companies in dealing with profiles that require special attention. To remove these obstacles, many solutions are available. One of them is to set up mentoring or tutoring programmes, supporting the integration of new recruits and safeguarding their employment. At the same time, training and awareness-raising sessions for employees and managers about the best way to integrate these profiles play a decisive role, as does adapting workstations to the needs to individuals. Companies can also be a driving force in this area by including social clauses in their invitations to tender and by adopting socially-responsible procurement policies, thus contributing to raising awareness throughout their supply chain about the issue of work integration.

Sources :

¹ French labour code. Article L5132-1. URL : https://www.legifrance.gouv.fr/codes/section_lc/LEGITEXT000006072050/LEGISCTA000006178132/  

² Le marché de l’inclusion. Qu’est-ce que l’inclusion professionnelle ? URL : https://lemarche.inclusion.gouv.fr/ressources/quest-ce-que-linclusion 

³ Mouvement des Entreprises de France. Inclure par l’emploi des personnes qui en sont éloignées : pourquoi faire, comment faire ? Vademecum. URL : https://www.medef.com/uploads/media/default/0019/100/14635-guide-inclusion-emploi-2022.pdf  

⁴ Le marché de l’inclusion, op. cit.