L'intégration de la différence en milieu de travail entre les travailleurs ayant des déficiences ou des incapacités et les travailleurs sans déficience, sans incapacité

Various factors seem linked to the issue of the integration of workers living with impairments or disabilities, notably training, the compensation of disabilities, and the hiring of these individuals and others. The rationale of this thesis rests on the integration of differences in the workplace pertaining to individuals with impairments or disabilities. This integration is in line with current social trends and is associated with the effective realization of the right to equality. This thesis is aimed at discovering how the integration of differences is achieved in the workplace between workers with impairments or disabilities and workers who do not have these features.  To achieve this objective, the INDCP/CSICIDH model (1998) focusing on the Disability Creation Process was used.  Writings by Goffman (1973, 1974), particularly those concerning interactions in everyday life, were also used as a basis to understand this phenomenon. In order to acquire a clear understanding of the day-to-day reality and the integration process, it seems important to me to follow a twofold methodology: a 9 month ethnological observation of banking sector workers belonging to three teams, each team having a different role, and fifteen semi-structured interviews involving employees with an impairment or a disability, workers without limitations and their managers. Obtaining case histories through interviews and confirming this information by means of observation in the workplace enables me to gain an insight into the situation which would not have been possible otherwise. Every worker with an impairment or a disability was paired with a non-disabled worker whose level of experience was comparable.  The number of years of experience was taken into account.  Certain subjects have less than two years of experience while others have more than two years.  Team size is another factor that was considered.  Two teams are made up of about twenty employees, and the third team, about fifty.  In one team, only one worker has an impairment or a disability, while in the two other teams, more than one worker has these features.  There are five pairs of employees.   Each subject observed was compared to the worker with whom he or she was paired.  The analysis of the results reveals that integration factors are more related to production as a system (for example, having a good knowledge of tasks, delivering a performance similar to that of other employees, and scoring well on performance appraisals) than to the interactions between workers.  Furthermore, these results apply more significantly to employees with impairments and disabilities than to the other workers. This body of work has also allowed the transformation of the INDCP/CSICIDH model which has broadened from the study of impairments only and now encompasses the study of differences.  The subjects involved were not only workers with deficiencies, but also employees with no impairments.  We have moved from the Disability Creation Process model to the Difference Integration Creation Process.  The expected scope is to cover other types of differences, such as age, gender, and nationality of subjects in various environments.

Keyphrases: disability, impairment, difference, integration, workplace