Arrangements for examinations and admission tests
The Telecom SudParis disability officer bases the implementation of arrangements on a certificate from a doctor accredited by the Departmental Center for Disabled People (MDPH), in association with teachers and the faculty team.
1/ Main examination arrangements:
- Access to premises
- Equipment in the examination room
- The use of a machine, or technical or computing equipment, specifying the type and purpose of these technical aids (e.g., loan of a computer)
- Secretarial aid (the student dictates text to the secretary), specifying the type, purpose and duration of this human aid
- Adapted presentation of exam subjects (in paper or digital format compatible with the candidate’s equipment, text enlargement, adaptation of color contrasts, etc.)
- Extended test assessment time, specifying the type of test (written, oral, practical)
- Any other measures deemed useful by the MDPH-accredited doctor.
2/ Specific arrangements
- Adaptation of the type of test or alternative test according to the possibilities offered under the rules of the examination in question
- Exemption from the test or a part of the examination according to the possibilities offered under the rules of the examination in question
- Staggering of examination sessions, in the same year, for the standard session and the replacement session where alternative tests apply
The campus dining hall at Telecom SudParis is accessible to disabled persons and has been designed to meet their needs. The cafeteria is equipped with a microwave oven and adapted tables.
All students with a disability have priority status for on-campus accommodation in the MAISEL (Maison des Éleves). Disabled students must inform the MAISEL of their situation and reserve accommodation as early as possible. Three accommodation units are accessible to disabled persons and are equipped with specific facilities.
Other accommodation options in Évry-Courcouronnes may be suited to your requirements. You may contact them directly to check their accessibility and availability.
To request a room at the CROUS, students with an MDPH-recognized disability must complete an application file between January 15 and May 31. Rooms in Évry-Courcouronnes are managed by the Versailles branch of the CROUS.
Raising awareness of disability
Telecom SudParis and Institut Mines-Telecom Business School organize disability awareness days for students and staff on their joint campus.
The aim of these events is to overcome prejudices and accept disability as one individual characteristic among others.
During the last awareness day, Hervé Debar, Deputy Director of Telecom SudParis stated: “Disability is an extremely important issue for students and our faculty members. Disability, and more particularly physical disability, also form a research subject at Telecom SudParis.”
In association with MAIF, Hanploi & School and A/tout THÉÂTRE, several clubs, organizations and staff members put together a rich program of activities for this April 2022 event:
- Learning about disability via virtual reality
- conference, blind tasting, games in Braille
- disabled sports
- a tour of our EVIDENT research laboratory, a living lab open to collaborative projects in the fields of health, smart housing and connected objects for elderly and/or disabled people.
Employment of disabled people
In recent years, France has stepped up its efforts to promote the inclusion of disabled workers. In 2021, their unemployment rate stood at 14% (8% among the general population), compared to 18% in 2018 (9% for the general population). The recruitment of disabled workers rose by 26% in one year.
Via the France Relance schemes and apprenticeship funding, the number of disabled apprentices rose by a dramatic 79% between 2019 and 2021.
→ All job seekers, disabled or not, go through the same entry point. Ongoing partnerships between the Departmental Centers for Disabled Persons (MDPH) and the state employment agency aim to better identify disabled applicants and thus meet the needs of private and public employers committed to an inclusive HR policy.
→ Employers receive increased support for the recruitment of disabled workers. A growing number of company leaders are realizing the advantages of developing inclusive HR policies. The legal requirement for a disability officer in all companies with more than 250 employees is also a factor encouraging company leaders to engage more fully in diversity.
→ Procedures to gain access to supportive measures have been simplified. The enhancement of training centers’ range of expertise, primarily the Apprentice Training Centers (CFA) with a mandatory disability officer, contributes to the development of education for disabled people of all ages, who are no longer required to follow their courses in specialized institutions.