Frédéric Lacaze, chargé de la mission handicap pour la ville et la Métropole de Toulouse au sein de la DGRH, nous parle de son expérience, de la politique handicap et inclusion au sein de ses missions.
Mes missions sont multiples mais très intéressantes. Chaque journée est unique et ne ressemble pas à la précédente. S’occuper de handicap, c’est s’occuper de recrutement, de formation, c’est accompagner les agents en situation de handicap tout au long de leur carrière et aider au maintien dans l’emploi ou dans le cadre du reclassement.
Différents objectifs sont fixés par notre convention avec le Fonds d’insertion pour les personnes en situation de Handicap et sont souvent dépassés.
Il faut ne pas avoir peur de la différence qui est souvent une richesse.
Mais après un recrutement, le travail ne s’arrête pas là. Il faut accompagner l’inclusion en outillant le manager et sensibiliser au besoin le collectif de travail. Il faut également travailler pour mettre en place des environnements capacitants permettant de requestionner le travail et de l’adapter à toutes et tous.
Le handicap peut arriver à n’importe quel moment de la vie et il est important d’accompagner l’arrêt de travail et la reprise. Il faut accompagner la personne mais également outiller le manager. Certaines personnes qui le peuvent et qui considèrent le travail comme facteur de soin doivent être accompagnées et il faut adapter le travail à l’état de santé.
Une personne bien accompagnée engendrera moins d’absentéisme et tout le monde sera gagnant.
Chacun a son niveau dans la société doit faire sa part à son niveau afin de rendre la société plus inclusive, et ça commence dès l’école, où la différence dans sa diversité doit être apprise.
Ensuite, chacun doit dans son travail réfléchir à comment accueillir la différence. Par exemple, un architecte doit réfléchir à l’accessibilité de ses constructions, un professeur doit adapter ses cours aux situations de handicap, un responsable doit adapter son management à la personne qu’il encadre, un agent d’accueil doit intégrer la notion de différence.
Comme je le disais précédemment, la différence est une richesse pour un collectif de travail et l’inclusion peut se faire quand on se focalise sur les compétences et non sur le handicap. Il y a de nombreuses réussites mais il faut être ambitieux et innovant en incluant tous les acteurs tels que les managers, agents et organisations syndicales.
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