Our Initiatives to Support and Assist Employees with Disabilities

As a responsible employer, we take concrete steps to promote the inclusion and support of our employees with disabilities. Our commitment is part of a comprehensive approach to corporate social responsibility and quality of life at work. Learn about the measures we take to facilitate employment, provide support for recognized disabilities, adapt workstations, and ensure career advancement for every employee.

Recruitment

Better identify and inform people with disabilities who might join our teams

Our goal is to focus our recruitment efforts on groups that are not yet aware of—or are not sufficiently aware of—existing programs. We are committed to raising awareness of our career opportunities and the job openings at theUniversité Grenoble Alpes to broaden access to the civil service for all talented individuals.
Our initiatives:
  • Improve the information provided to students with disabilities regarding admissions to institutions.
  • Establish a specific process to identify a pool of candidates for faculty positions through doctoral students and transfers, including priority transfers.
  • Continue the policy of accepting interns.
  • Diversify the channels used to post job openings.
  • Develop partnerships in employment for people with disabilities.

Strengthen the recruitment and integration of people with disabilities

To support our inclusion policy, we must maintain and strengthen our efforts to recruit people with disabilities. It is essential that we diversify our channels for identifying and sourcing candidates.
Our initiatives:
  • Incorporate a disability-specific component into our recruitment campaigns.
  • Hire individuals covered by the employment obligation (BOE), including apprentices and doctoral students.
  • Actively support the recruitment of apprentices and doctoral students with disabilities, with the goal of doubling the number of specific doctoral contracts.

Welcoming and Integrating Employees with Disabilities

We do everything we can to welcome and integrate our employees with disabilities under the best possible conditions.
Our initiatives:
  • Implement a dedicated onboarding process for specific BOE hires.
  • Plan ahead for the arrival of staff by making the necessary physical arrangements for their workstations in advance.

Career Counseling

Fostering a Climate of Trust to Improve the Tracking of Employees with Disabilities

There remains a certain reluctance to discuss one’s own disability in the workplace. That is why we are continuing our efforts to destigmatize this issue within our university. Individuals must feel free to discuss their situation, knowing that their disability will be addressed in a genuine, sincere, and effective manner, thereby fostering the climate of trust that is essential to successful support.
Our initiatives:
  • Identify staff members who are not officially recognized but are employed by theUniversité Grenoble Alpes.
  • Address the specific information needs of staff—particularly those newly identified as having a disability—through a dedicated session.

Address and support disability through accommodations that meet the needs of employees with disabilities

Disabilities most often occur during a person’s working life. We must therefore focus on helping those affected remain in the workforce. We are committed to diversifying support options and implementing all necessary measures to adapt working conditions and ensure career continuity.
Our initiatives:
  • Implement a proactive support policy to help people with disabilities remain in the workforce.
  • Mobilize and adapt all disability compensation measures throughout a person’s career.
  • Develop the partnerships needed to help employees remain in their jobs.
  • Issue a public procurement contract for the purchase of ergonomic and accessible furniture.
  • Support doctoral students with disabilities who need an extension of their contract.

Go beyond simply retaining employees by taking into account employees with disabilities in all aspects of their professional lives

In addition to adapting workstations to facilitate the performance of job duties, we pay special attention to the quality of life and working conditions of our employees with disabilities.
Our initiatives:
  • Evaluate and implement targeted measures to significantly improve the workplace well-being of employees with disabilities.

Do everything possible to support job reassignments and career reclassifications

There are more reports of disability than before. We are therefore seeking more sustainable employment solutions.
Our initiatives:
  • Continue to provide support to employees with disabilities who can no longer remain in their current positions, and take proactive measures to address such situations, particularly in occupations identified as being physically demanding.

Addressing challenges in securing employment and advancing in one’s career

National statistics show that people with disabilities often enter the workforce later and advance in their careers at a slower pace than people without disabilities. In light of this, we are implementing specific measures to address these inequalities and ensure true equal opportunity in the career development of our employees.
Our initiatives:
  • Promote and expand the program for offering permanent positions to apprentices with disabilities upon completion of their apprenticeships.
  • When planning recruitment campaigns, include measures to promote permanent BOE staff through secondment.
  • During career advancement and promotion campaigns, take disabilities into account by raising awareness and providing training to selection committees and other promotion panels.

Training for staff and mentors working with employees with disabilities

Training on Accommodating Disabilities in the Workplace

To ensure the effectiveness of our disability policy, it is essential that the professionals responsible for implementing it continually adapt their practices in light of technical advances and new knowledge.
Our initiatives:
  • Incorporating disability issues into lifelong vocational training.
  • Provide ongoing professional development and training for those responsible for disability issues in the workplace (recruitment, support, internal networks, etc.).

Encourage staff to take disability issues into account in their professional practice

Despite the positive changes in how disability is viewed in our society, stereotypes and misconceptions persist. It is therefore essential to continue raising awareness among the entire university community. Our goal is to inform, break down prejudices, and change attitudes in order to create a truly inclusive work and learning environment.
Our initiatives:
  • Strengthen disability awareness by diversifying methods and media to reach all populations and address all types of disabilities (particularly invisible ones).
  • Continue to disseminate targeted communications to doctoral students, faculty members, and faculty-researchers.
Published on 29 October 2025
Updated on 31 October 2025