Accessible to all
"Diversity can’t be described, you need to live it on a daily basis"
Youcef Alem, Manager Diversity
“Diversity”, a source of growth and good fortune for all… A key company value and in order to understand the Disneyland Paris approach to the disabled, this must be kept in mind.
We’re not angels but believers that in allowing people to come forth on a voluntary basis, we concretely defend equal rights and opportunities for all.
It is in the interest of every one of us to learn from each other.
History
- 1993 : Creation of “Mission Handicap” department; signature of 1st agreement with labor unions.
- 2004 : Obtain “Tourisme & Handicap” label
- 2005 : Attain target of 6% disabled people employed at Disneyland Paris
- 2008 : Signature of 6th agreement; Publication of “Practical Guide” for the disabled
Since 1993, the “Mission Handicap” team has been making sure that all runs smoothly: integrating these employees, helping them with their various needs, watching over their professional development.
In fact, six company agreements have been signed with our trade unions over a period of fifteen years.
When we recruit the disabled, it is a source of learning and development for all and we are compelled to progress every day: We build bridges, capitalizing on our work environment, holding forums to inform management and employees on the subject, creating special funding, anticipating medical restrictions and disabilities, helping understaffed areas find an equilibrium if need be… In other words, reacting for the disabled and with the disabled !
The contents of the 6th company agreement promoting employability of the disabled
In continuing with Disneyland Paris’ strategy, a 6th company agreement was signed with the labor unions. It maintains and specifies the main axes linked to:
- on one hand, their professional development:
- 5% yearly increase in number employed
- Integration and professional training
- Anticipating handling of medical restrictions
- Job retention or reclassification
- Sensitizing the company’s management
- and on the other hand, a permanent will to sensitize and communicate with all employees on the subject in order to definitively change the preconceptions that employees may have towards the disabled, be it visible or not.
Diversity and its various aspects
Results : Key Figures
- Guests :
- 51 out of 54 attractions accessible
- 109 hotel rooms
- 40 000 disabled visitors per year
- Employees :
- 380+ Disabled Cast Members
- 11 years average seniority
- Multi-cultural ness : 19 languages spoken, more than 100 nationalities, nearly 13 000 employees from all horizons…
- Disability : Signature of the 6th agreement (in 2007) concerning the integration of the disabled with an objective of increasing the numbers by 5% per year.
- Equality for men and women : Signature of the second agreement (in 2007) pertaining to equal rights in the workplace in terms of recruitment, parenthood, and conciliation between private and professional life.
- Cornucopia of competences : More than 500 vocations at every level from BEPs to Masters and more, preserving the arts, making training a priority.
- Social Integration : Initiatives to integrate those unemployed by partnering with specific associations and organizations including the general council of the Seine and Marne region.
2006: 5th annual trophy for Cultural Diversity awarded by the “Agence Nationale pour la Cohésion Sociale et l’Egalité des Chances” (national agency for social cohesion and equal opportunities).
2008: “Caravane de la Diversité” at Disneyland Paris, meeting Cast Members
2009, March, 3rd: Diversity Charter SIgnature.
