Please indicate the number of disabled employees within your company at year end.

  • Radia Guira

The UN Convention on the Rights of Persons with Disabilities defines persons with disabilities as ‘those who have long-term physical, mental, intellectual or sensory impairments which in interaction with various barriers may hinder their full and effective participation in society on an equal basis with others’

This question is asking for numerical data regarding the diversity and inclusivity of your company’s workforce. Specifically, it’s asking you to provide the exact number of employees within your company who identify as disabled, as of the end of the previous business year. It seeks to gather insights on the company’s commitment to employing and facilitating individuals with disabilities.

This inquiry is connected to the ‘Social’ component of the ESG (Environmental, Social, Governance) considerations which value inclusion and equal opportunities for all individuals. It aims to assess the company’s dedication to creating and maintaining an environment that supports diversity and inclusion in the workplace.

An example of a response could be: « Our company had a total of 15 employees who identify as disabled at the end of the last business year. »

Understanding the Importance of Reporting on Disabled Employees

When calculating your company’s Environmental, Social, and Governance (ESG) score, every aspect of your organization’s impact is scrutinized, including the social element which encompasses your workforce diversity and inclusion practices. One key metric within this is the number of disabled employees employed by your company at the end of the year. It’s not just about numbers; it reflects your company’s commitment to creating an inclusive and equitable work environment. Accurate reporting in this area can have significant implications for your ESG ratings and, by extension, your company’s reputation and investment attractiveness.

Data on disabled employees is essential for several reasons. It provides insights into the inclusivity of your hiring practices and can highlight the effectiveness of your workplace accommodations and support structures. Furthermore, it’s a measure of your compliance with various legal requirements concerning the employment of disabled individuals. All these aspects contribute to a comprehensive understanding of your company’s social impact.

How to Accurately Collect Data on Disabled Employees

The process of collecting data on disabled employees must be meticulous and respectful to ensure accuracy and privacy. The first step is to understand the definition of ‘disabled’ as it may vary by jurisdiction and to ensure that your data collection methods are in line with these definitions. It’s also crucial to create a safe and confidential environment for employees to self-identify as disabled.

One effective method is to conduct anonymous surveys that allow employees to disclose their disabilities without fear of discrimination. Additionally, human resources should have a well-defined process for recording this information from employment records and self-reporting mechanisms.

Employee training on inclusion and sensitivity around disabilities can encourage more open self-reporting. It’s important to communicate to employees that this data collection is for the purpose of improving workplace policies and ESG performance, and not for any discriminatory practices.

For more information on the legal framework surrounding the employment of disabled individuals, consider reviewing the resources provided by Service Public France and the International Labour Organization’s policies found in their document Skills for Employment.

Integrating the Data into Your ESG Reporting

Once you have collected the data on the number of disabled employees within your company, the next step is integrating this information into your ESG reporting. It should be done in a way that provides clear and verifiable information to stakeholders. It’s not just about stating a number; it’s about telling the story of how your company supports and includes disabled individuals in the workplace.

Detail the initiatives you have in place to support disabled employees, such as adaptive workspaces, flexible working hours, and specialized training programs. Discuss how these initiatives have improved your workplace and the lives of your employees. This narrative, backed by solid data, can significantly enhance the social aspect of your ESG score.

Beyond just the numbers, if your company is involved in community outreach programs or partnerships that aim to improve employment opportunities for disabled people, make sure to include these in the report as well. Such information can provide a more comprehensive picture of your company’s commitment to social inclusion.

Remember to align your reporting with recognized ESG standards and frameworks to ensure that the information you provide can be easily understood and compared with industry benchmarks.

For guidance on the legal responsibilities regarding the employment of disabled individuals within France, the Service Public France portal offers valuable information.

In conclusion, accurately reporting on the number of disabled employees is a complex but critical component of ESG reporting. It requires a considered approach to data collection and a thoughtful integration of that data into your broader ESG narrative. By doing so, your company not only demonstrates compliance with legal requirements but also showcases a commitment to diversity and inclusion — key factors that resonate with investors, customers, and employees alike.