Abstract：
UNASSIGNED: Despite increased public awareness of the professional, integration of people with disabilities, they encounter more difficulties than their non-disabled counterparts in accessing employment.
UNASSIGNED: The aim of this study was to gain a better understanding of the barriers and facilitators to hiring and retaining people with disabilities from the perspective of employers in the private and public sector in France.
UNASSIGNED: This was a qualitative study using semi-structured interviews with forty-two employers from public structures or private companies. The Consolidated Criteria for Reporting Qualitative Research was used as a guideline to secure accurate and complete reporting of the study.
UNASSIGNED: Among barriers we found that 1. Stereotypes persist about disability, still associated with lower productivity and dangerous behaviour; 2. Disabilities were associated with costs that were considered too high; 3. Disabilities management was seen as an administrative burden. 4. The bumps of inclusion. We also highlighted facilitators such as 1. A public sector is a more favourable environment 2. Employer\'s personal motivation to hire people with disabilities; 3. The support by Job Coaches was seen as a powerful facilitator.
UNASSIGNED: The decision to hire people with disabilities depends on many personal, societal and organisational factors. This study has contributed to a better understanding of their interrelationships and could be useful in developing more effective strategies for the inclusion of people with disabilities.
UNASSIGNED: The aim of this study was to gain a better understanding of the barriers and facilitators to hiring and retaining people with disabilities from the perspective of employers in the private and public sector in France.
UNASSIGNED: This was a qualitative study using semi-structured interviews with forty-two employers from public structures or private companies. The Consolidated Criteria for Reporting Qualitative Research was used as a guideline to secure accurate and complete reporting of the study.
UNASSIGNED: Among barriers we found that 1. Stereotypes persist about disability, still associated with lower productivity and dangerous behaviour; 2. Disabilities were associated with costs that were considered too high; 3. Disabilities management was seen as an administrative burden. 4. The bumps of inclusion. We also highlighted facilitators such as 1. A public sector is a more favourable environment 2. Employer\'s personal motivation to hire people with disabilities; 3. The support by Job Coaches was seen as a powerful facilitator.
UNASSIGNED: The decision to hire people with disabilities depends on many personal, societal and organisational factors. This study has contributed to a better understanding of their interrelationships and could be useful in developing more effective strategies for the inclusion of people with disabilities.
摘要：
■尽管公众对专业人士的认识有所提高，残疾人的融合，他们在就业方面遇到的困难比非残疾人更多。
■这项研究的目的是从法国私营和公共部门雇主的角度更好地了解雇用和留住残疾人的障碍和促进者。
■这是一项定性研究，使用半结构化访谈对42名来自公共机构或私营公司的雇主进行访谈。报告定性研究的综合标准被用作确保准确和完整报告研究的指南。
■在障碍中我们发现1.关于残疾的刻板印象仍然存在，仍然与较低的生产率和危险行为相关；2.残疾与被认为过高的成本相关；3.残疾人管理被视为一种行政负担。4.包容的颠簸。我们还强调了主持人，如1。公共部门是一个更有利的环境2。雇主雇用残疾人的个人动机；3.工作教练的支持被视为有力的促进者。
■雇用残疾人的决定取决于许多个人，社会和组织因素。这项研究有助于更好地了解他们之间的相互关系，并有助于制定更有效的包容残疾人的战略。
■这项研究的目的是从法国私营和公共部门雇主的角度更好地了解雇用和留住残疾人的障碍和促进者。
■这是一项定性研究，使用半结构化访谈对42名来自公共机构或私营公司的雇主进行访谈。报告定性研究的综合标准被用作确保准确和完整报告研究的指南。
■在障碍中我们发现1.关于残疾的刻板印象仍然存在，仍然与较低的生产率和危险行为相关；2.残疾与被认为过高的成本相关；3.残疾人管理被视为一种行政负担。4.包容的颠簸。我们还强调了主持人，如1。公共部门是一个更有利的环境2。雇主雇用残疾人的个人动机；3.工作教练的支持被视为有力的促进者。
■雇用残疾人的决定取决于许多个人，社会和组织因素。这项研究有助于更好地了解他们之间的相互关系，并有助于制定更有效的包容残疾人的战略。
