Lali Dugelay
Joyful autistic speaker "Hymn to the Joy of Inclusion"
One in two people will find themselves in a situation of disability at some point in their lives (of which 80% are invisible disabilities). Therefore, every company will have team members with mental and/or physical disabilities. Managers often find themselves at a loss and, unprepared, do not know how to manage employees who require special attention. This leads to a situation of suffering in the workplace that could have been avoided if all stakeholders had known how to create a professional environment conducive to everyone's flourishing. As an Asperger autistic, I advocate through my corporate conferences and media appearances a hymn to the joy of inclusion. Convinced that one can live with their disability as harmoniously as possible, provided that our environment sees diversity as an opportunity, I provide essential awareness of disability to companies. I therefore propose to conduct a presentation for your employees or students to explain, with concrete examples, how to welcome a person with a disability in the workplace, whatever it may be. Company obligations, RQTH, CV selection, interview preparation, onboarding, workplace adjustments, daily life with a disabled colleague, I cover all aspects of this theme to best prepare the work collective. My flagship conference "Hymn to the Joy of Inclusion" regularly leads me to be solicited by the media (television and print) where I demonstrate that one can be an autistic woman, and more broadly a person with a disability, in full harmony with both herself and the corporate world, provided that the latter agrees to become disability-friendly. Since 2020, I have been delivering training commissioned by several organizations. To act even more for the inclusion of disabled people, and to legitimately respond to the growing demand from public and private companies wishing to be trained in welcoming and supporting disabled employees, I completed the certified training "Becoming a Trainer" offered by Doceo to perfect my methodology for setting up and facilitating professional training. My first novel, "Autism is My Superpower," prefaced by Sophie Cluzel, has been available in bookstores since March 14, 2023. My interventions can be one-off or recurring (thematic cycles). They can take place via videoconference or in person. https://www.youtube.com/c/LaliDugelay aspieatwork.fr https://www.linkedin.com/in/lalidugelay/ Examples of themes that can be addressed: Recruiting and integrating a disabled worker (Adopting the right attitude. Knowing how to talk about disability with the person) / Rights and obligations of companies regarding disability / Diversity management / Maintaining employment for a disabled worker / A different perspective on disability: the impact of representations on the relationship (Individual representations of disability; The evolution of social representations and their impacts on behaviors, particularly on the work collective) / How to energize the inclusion of people with disabilities / Disability and its representations / Disability and employment (Some figures; The stakes for the company, for the work collective, and for individuals; External and internal actors for employment and job retention) / The legislative environment (The CRPD, international reference framework; The law of February 11, 2005; The RQTH) / Daring to declare one's disability: hymn to the joy of inclusion / Disability: synonymous with performance and creativity...
Prices
- Conference : 4000 €
- Animation : 6500 €
Localization
Languages
Her conferences
DISABILITY IN ALL ITS DIVERSITY
The obligation to employ disabled workers (OETH) requires all companies with more than 20 employees to have a proportion of 6% of employees with disabilities in the total workforce. Since January 1, 2020, and the entry into force of law n°2018-771 of September 5, 2018, known as the 'Professional Future Law', only the physical presence of employees with disabilities allows the company to meet its employment obligation. The consequences for employers who do not comply with their employment obligation have significant repercussions for the company, both financially and socially: a tax that can reach up to €15,000 per missing disabled employee, negative impact on the company's social responsibility, harmful influence on its brand image, etc. This system concerns not only the managers responsible for its implementation but also all employees working within the company. Not to mention the management, for whom it represents a fundamental issue in terms of social responsibility. How can you ensure that you comply with this obligation? OBJECTIVES Master the environment of disability in the workplace Recognize situations of disability and develop means of compensation Successfully integrate a disabled worker
MANAGING A COLLEAGUE WITH A DISABILITY
Promoting the consideration of the uniqueness of employees with disabilities for efficient management within the organization is the goal of this training. It emphasizes practical scenarios to acquire suitable tools and reflexes, and more broadly, to integrate the challenges of the organization's disability policy.
WELL INTEGRATING A COLLEAGUE WITH A DISABILITY
Integration within a work collective is a key step for any employee. The situation of disability can generate fears and unspoken issues, hindering good workplace relationships. This practical training will provide managers with the necessary tools for the proper integration of the employee. From understanding disability to considering expectations, this training will allow them to alleviate certain apprehensions and adopt an appropriate stance. OBJECTIVES Prepare, implement, and promote the integration process of a new employee with a disability. AUDIENCE AND PREREQUISITES Managers No prior knowledge is required
RECRUITING A COLLEAGUE WITH A DISABILITY
Recruiting a colleague with a disability is often perceived as a difficult exercise. The lack of knowledge about disabilities and the consideration of 'difference' can be experienced as elements of complexity. This training will enable professionals to understand how to integrate the disability dimension at every stage of the recruitment process. OBJECTIVES Better understand disabilities and dispel distorted representations. Promote the recruitment of a colleague with a disability. Optimize candidate sourcing. Build the recruitment interview by integrating the disability dimension. AUDIENCE AND PREREQUISITES Recruiters / HR / managers No prior knowledge is required.
INTEGRATION AND MAINTENANCE IN EMPLOYMENT OF WORKERS WITH DISABILITIES
The approach to maintaining employment is a major issue within the organization at different levels: human, social, financial. Maintaining employment also means preventing the risks of professional disconnection for all employees. To be effective, this approach requires identifying the right stakeholders, committing to the long term, and knowing how to position oneself correctly and with full awareness. OBJECTIVES Define the legislative framework for the integration and maintenance in employment of employees with disabilities (fitness/unfitness/incapacity). Explain the role of each stakeholder in supporting and maintaining the employability of disabled individuals. Integrate the specificities of team management and anticipate potential difficulties. Know the stakeholders, tools, and measures that promote maintenance in employment. Master the implementation of maintenance in employment (organizational device). Anticipate and manage a maintenance in employment situation. THE ADVANTAGES OF THIS TRAINING A training program with theoretical and practical contributions to be able to identify all components of the situation and propose solutions. A pedagogy based on alternating examples, practical contributions, and exchanges of experiences among participants. Examples and concrete cases of devices implemented for disabled workers inspired by the experience of companies.
STRUCTURING AND MANAGING A DISABILITY SYSTEM IN THE COMPANY
OBJECTIVES Define and implement a disability policy. Unite resource actors around the disability policy. Understand the different types of disabilities at work and the main methods of disability compensation. Understand the stakes of the reform of the obligation to employ disabled workers and integrate them into the HR policy of the establishment. Get acquainted with the individual support of people with disabilities. THE + OF THIS TRAINING A training with theoretical and practical contributions to be able to identify all the components of the situation and be a source of proposed solutions. A pedagogy based on alternating examples, practical contributions, and exchanges of experiences among participants. Examples and concrete cases of systems implemented for disabled workers inspired by the experience of companies. AUDIENCE AND PREREQUISITES Disability mission officers, HR team, occupational health team. Prerequisites: none
ENHANCING YOUR INTERNAL DISABILITY POLICY
OBJECTIVES Develop a strategy and a communication plan for awareness. Promote recruitment actions, job retention, and relationships with the protected sector. Choose the means and actions for promotion. THE ADVANTAGES OF THIS TRAINING A training with theoretical and practical contributions to be able to identify all components of the situation and propose solutions. A pedagogy based on alternating examples, practical contributions, and experience exchanges among participants. Examples and concrete cases of systems implemented for disabled workers inspired by the experience of companies. TARGET AUDIENCE AND PREREQUISITES HR Manager, Disability Mission, Internal Communication Manager Prerequisites: none
IDENTIFYING AND SUPPORTING DISABILITY SITUATIONS AT WORK
Supporting employees with health difficulties towards recognition of disability OBJECTIVES Better support individuals towards the recognition and compensation of their health difficulties. Detect difficulties that may lead to administrative recognition of disability. Approach the subject with the individual in an ethical and deontological manner: what words and arguments to use? Identify possible resources and support. THE ADVANTAGES OF THIS TRAINING A training program with theoretical and practical contributions to be able to identify all components of the situation and propose solutions. A pedagogy based on alternating examples, practical contributions, and exchanges of experiences among participants. Examples and concrete cases of systems implemented for disabled workers inspired by the experience of companies.
INTEGRATING DISABILITY INTO THE COMPANY'S STRATEGY
Institutional reforms, health and economic crisis: how to integrate disability in the workplace? Study of the levers to act and develop its disability policy and integrate it into the company's processes. OBJECTIVES - Understand the regulations - Map one's professional situation - Find the appropriate means of action for one's work environment. THE ADVANTAGES OF THIS TRAINING A training with theoretical and practical contributions to be able to identify all components of the situation and propose solutions A pedagogy based on alternating examples, practical contributions, and exchanges of experiences among participants Examples and concrete cases of measures implemented for disabled workers inspired by the experience of companies. Training adapted to everyone's context. Use best practices and concrete cases from one's work environment to find new solutions. Develop responses together. AUDIENCE AND PREREQUISITES Disability mission, HR, Manager, Disability Referent, QVT, Occupational Health, CSR Prerequisites: Knowledge of HR and occupational health issues, of the company's and/or establishment's work environment.
WORKING WITH A COLLEAGUE WITH A DISABILITY
Promoting a warm welcome and better integration OBJECTIVES Understand the concept of disability to better integrate people with disabilities. Raise awareness of the different types of disabilities and their manifestations. Know how to approach a colleague with a disability: overcome prejudices, express fears, adopt the right attitudes. Identify difficult situations and the support that can be sought. Discover possible adjustments based on the disability. THE ADVANTAGES OF THIS TRAINING A training program with theoretical and practical contributions to be able to identify all components of the situation and propose solutions. A pedagogy based on alternating examples, practical contributions, and exchanges of experiences among participants. Examples and concrete cases of systems implemented for disabled workers inspired by the experiences of companies. Training adapted to each individual's context. Using best practices and concrete cases from one's work environment to find new solutions. Developing responses together.
WORKING WITH AN AUTISTIC COLLEAGUE
Promoting a warm welcome and better integration OBJECTIVES Better understand the different forms of autism and its manifestations. Overcome prejudices, express fears, adopt the right attitudes. Feel comfortable communicating. Feel at ease, know how to adapt one's posture and implement good communication practices. THE ADVANTAGES OF THIS TRAINING A training with theoretical and practical contributions to be able to identify all components of the situation and propose solutions. A pedagogy based on alternating examples, practical contributions, and exchanges of experiences among participants. Examples and concrete cases of systems implemented for disabled workers inspired by the experience of companies.
DYS DISORDERS AND ADHD IN THE WORKPLACE
A new perspective on the issues faced in the workplace. Decoding participants' situations using operational tools. OBJECTIVES To identify situations of DYS disorders and attention disorders with or without hyperactivity (ADHD) at work. The manifestations and repercussions in the work situation. Anticipate their consequences: what adjustments? What resources and support internally and externally? Adopt the right attitudes towards an employee with DYS disorders and/or ADHD. THE + OF THIS TRAINING A training with theoretical and practical contributions to be able to identify all components of the situation and be a source of proposed solutions. A pedagogy based on alternating examples, practical contributions, and exchanges of experiences among participants. Examples and concrete cases of systems implemented for disabled workers inspired by the experience of companies.
Hymn to the Joy of Inclusion
One in two people will find themselves in a situation of disability at some point in their lives, more or less debilitating (of which 80% are invisible disabilities). Therefore, every company will have team members with mental and/or physical disabilities. Managers often find themselves at a loss and, unprepared for this, do not know how to manage employees who require special attention. This leads to a situation of suffering in the workplace that could have been avoided if all stakeholders had known how to create a professional environment conducive to everyone's flourishing. As an Asperger autistic, I advocate through my corporate conferences, speeches at the National Assembly, and media appearances a hymn to the joy of inclusion. Convinced that one can live with their disability as harmoniously as possible, provided that our environment sees diversity as an opportunity, I provide essential optimistic and joyful awareness of disability to companies and higher education institutions. I therefore propose to conduct a session with your employees or students to explain, with concrete examples, how to welcome a person with a disability in the workplace. Company obligations, RQTH, CV selection, interview preparation, onboarding, job adjustments, daily life with a disabled colleague, I cover all aspects of this topic to best prepare the work collective. My interventions can be one-off or recurring (thematic cycles). They can take place via videoconference or in person. Examples of themes that can be addressed: Recruiting and integrating a disabled worker (Adopting the right attitude. Knowing how to talk about disability with the person) / Rights and obligations of companies regarding disability / Diversity management / Keeping a disabled worker employed / A different perspective on disability: the impact of representations on the relationship (Individual representations of disability; The evolution of social representations and their impacts on behaviors, particularly on the work collective) / How to energize the inclusion of people with disabilities / Disability and its representations / Disability and employment (Some figures; The stakes for the company, for the work collective, and for individuals; External and internal actors for employment and job retention) / The legislative environment (The CRPD, international reference framework; The law of February 11, 2005; The RQTH) / Daring to declare one's disability: hymn to the joy of inclusion / Disability: synonymous with performance and creativity...