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Le processus de stigmatisation est un des principaux freins à l’emploi despersonnes présentant des troubles psychiques. Sonder les représentations de l’employeur estun premier indicateur de la compréhension générale des processus psychologiques qui leguident dans le recrutement de ce type de public. La présente étude vise à identifier lesreprésentations d’employeurs vis-à-vis du « trouble psychique » en général et au travail, etdes prérequis pour l’embauche afin de comprendre les processus psychologiques qui conduisentà l’exclusion professionnelle des personnes en situation de handicap psychique.Vingt-neuf entretiens semi-directifs ont été menés auprès d’employeursd’organisations implantées sur le territoire français et soumises à l’obligation d’emploi detravailleurs handicapés (OETH). Les résultats montrent des représentations du troublepsychique très péjoratives axées sur la déviance sociale (non-conformité à la norme sociale)et le préjudice que ces personnes constitueraient pour la société tout entière à cause desperturbations de l’interaction sociale et du fardeau qu’induirait le trouble psychique pourl’entourage et particulièrement pour le milieu de travail. L’analyse des prérequis pourl’embauche de personnes en situation de handicap psychique montre à quel point cesreprésentations sont des freins au recrutement principalement liés à un manque d’adéquationperçue à l’emploi.Des perspectives de recherche et d’actions visant l’apprentissage et leperfectionnement des pratiques de recrutement et d’intégration en milieu de travail sontproposées pour accompagner les acteurs des organisations dans ce typed’inclusion.Introduction People with mental disorders face stigma anddiscriminatory hiring practices in the competitive labour market. This study on employers’representations of mental disorders provides knowledge regarding the specifics of theirnegative perceptions for this population, which appears to be an important barrier to theirinclusion in the workplace. Heilman’s lack of fit model (1983) enabled to show thatrecruiters seek to match the characteristics they perceive in candidates with those theydeem necessary to succeed in the organization. A lack of fit between the twocomponents—candidates and the selection criteria—would explain the non-selection of theapplicant. This psychological process can be applied to the recruitment of people withpsychiatric disabilities.Objectives The goal of this study was to identify employers’representations towards mental disorder in general and in the workplace particularly, aswell as to determine the prerequisites for hiring this population. As such, this would allowto better understand the psychological processes involved in the exclusion of people withpsychiatric disabilities.Method In a qualitative study, 29 semi-structured interviews wereconducted with employers and HR Department representatives of organizations in France thatwere under the French legal obligation to hire people with a disability (organizationshaving more than 20 employees). We used the free association technique to identifyrepresentational contents concerning mental disorder. Qualitative data on the essentialprerequisites for recruitment were collected through open-ended questions. The data wereprocessed by a categorical content analysis conducted independently by three researchers.The structure of the representation was identified by distinguishing the components of thecentral nucleus from those of the peripheral nucleus according to the two criteria of themethod of Moliner (1994): the index of popularity of each element and the co-occurrencebetween each element of the representation.Results Results revealed negative representations of people withmental disorders, focusing on social deviance and harm to society, believing that peoplewith mental disorders would have non-standard skills and behaviours and would be sociallydisruptive and burdensome, particularly in the workplace. The analysis of the prerequisitesfor hiring persons with psychiatric disabilities showed how these representations towardsmental disorders are barriers for their recruitment, mainly linked to a perceived lack ofemployment fit.Conclusion Future avenues of research and actions are suggested.They are as follows: learning, education on mental disorders, training and specifictechniques to reduce organizational stakeholders’ stereotypes and prejudice. Also,supporting stakeholders for the inclusion of people with mental disorders in the workplaceappears fundamental, especially by improving recruitment and integrationpractises

Représentations du « trouble psychique » et adéquation à l’emploi perçue par des employeurs du milieu ordinaire de travail en France