FERMETURE TEMPORAIRE DE DISNEYLAND® PARIS

Informations générales pour les candidats et les embauches récentes

Faisant suite à la pandémie sans précédent de COVID-19 et en accord avec les mesures prises par les autorités françaises, Disneyland Paris restera fermé jusqu'à nouvel ordre.

Durant cette période, les sessions de recrutement, auditions, entretiens et formations d’intégration sont suspendus.

Nos services RH sont mobilisés pour contacter, dans les meilleurs délais, les candidats récemment embauchés et censés arriver à partir du 31 mars, ainsi que celles et ceux avec une candidature en cours.

 

Vous pouvez également consulter régulièrement nos réseaux sociaux :

TEMPORARY CLOSURE OF DISNEYLAND® PARIS

General information for candidates and recent hires

As a result of the unprecedented COVID-19 pandemic and in line with government measures, Disneyland Paris will remain closed until further notice.

During this period of time, all recruitment/onboarding sessions, auditions and job interviews will be suspended.

Our HR Services will get in touch, as soon as possible, with all candidates recently hired and initially due to work from March 31st onward, as well as those who are currently into the hiring process. 

 

You can also follow us on our Social Media:

HomeFAQWHAT ARE DISNEYLAND® PARIS POLICIES CONCERNING EMPLOYEES WITH DISABILITIES?

WHAT ARE DISNEYLAND® PARIS POLICIES CONCERNING EMPLOYEES WITH DISABILITIES?

Diversity

In 2016, 743 Cast Members with disabilities work at Disneyland® Paris and we plan to recruit 120 more over the next five years.

A responsible employer, committed to diversity, Disneyland Paris believes that recruiting people with disabilities can be a source of enrichment for all. Its ongoing commitment to facilitate the recruitment and daily life of Cast Members with disabilities led to an 8th company agreement, signed in 2014 with the labour unions.

 

Since 1993, Mission Handicap teams have worked to support employees with disabilities.

Their missions include:

  • ensuring smooth integration (awareness training for teams, sign language interpreters, adapting job descriptions if necessary, follow-up interviews)
  • optimising their workplace (personalised work stations)
  • providing support for any special needs (extra days off for disability-related administrative or medical appointments, financing equipment such as hearing aids, fitting out a vehicle, etc.)
  • finding new positions for disabled employees declared unfit for their work station
  • monitoring enforcement of the company disability policy
  • implementing communication and awareness campaigns.  

For young disabled workers, Mission Handicap offers orientation interviews and advice, introductory visits and internships. They have also set up a scholarship programme in partnership with the FÉDÉEH (the French federation for students with disabilities): the goal of these scholarships is to promote job training for disabled young people. They provide financial solutions adapted to their special needs and encourage them to reach their potential and career objectives.  

 

All our job offers are open to candidates with disabilities. Check them out on this site!

Good idea

80% of all disabilities are invisible. It is important for disabled people to accept their situation and not be afraid of declaring themselves as a disabled worker. It’s the best way to be more comfortable and confident in the workplace. Speak up!