To address the barriers regarding the inclusion of people with epilepsy, there are different strategies companies can adopt. Some of the most effective actions include:

  • Awareness-raising and training. Companies can organise training courses for employees to raise awareness of the importance of employment inclusion of people with epilepsy and how to overcome prejudices and negative attitudes.
  • Assistive technologies. Companies can invest in assistive technologies to help people with epilepsy overcome barriers in the work environment and make work more accessible.
  • Inclusive company policies. Companies can develop company policies to promote the employment inclusion of people with epilepsy, such as creating support and training programmes and promoting accessible work environments.
  • Physical accessibility. Companies can make their workplaces accessible, for example by removing architectural barriers, providing reserved parking spaces and ensuring that bathrooms are accessible.
  • Including people with epilepsy in the workforce. Companies can go a step further by actively promoting the hiring of people with epilepsy and ensuring it is accessible for them to participate fully in company life.
  • Monitoring and evaluation. Companies can monitor and evaluate their efforts to address barriers to employment for people with epilepsy to ensure that their efforts are effective and to make any improvements.

The Third Sector associations should play a central role and be actively involved. The collaboration network with the employment center can include representatives from associations of people with epilepsy and their families. These organizations can collaborate within the network to promote and support joint programming and planning processes.

Furthermore, among the key roles of the work integration manager is the outsourcing of certain functions through partnerships with trade associations or third sector entities. These entities have trained professionals capable of serving as work integration managers and offer consultancy services to support this role effectively.

 

Source: Why it’s important to understand and embrace neurodiversity at work, Information-Age, 2022.

Trade unions, employers’ organizations with strong national representation, social cooperatives, associations supporting people with epilepsy and their families, and other relevant third sector organizations play crucial roles in facilitating the employment placement of individuals with epilepsy. They can establish regional agreements to propose, verify, and evaluate policies aligned with targeted employment principles at the local level. Regions can establish focal points dedicated to enforcing the right to work for people with epilepsy.

Clear and specific guidelines are essential for addressing medical-legal recognition and evaluating epilepsy in the context of employment, ensuring an integrated and coherent approach to these issues.

In fact, when assessing epilepsy for targeted employment and employability, it’s important to use operational guidelines. These guidelines emphasize a bio-psycho-social model that involves a thorough analysis by a diverse team of professionals, considering all aspects of the individual.

While awaiting legislative changes, assessing the health status related to epilepsy is crucial. This assessment focuses on understanding how epilepsy affects a person’s daily functioning and participation in activities. It aims to highlight the person’s abilities rather than just the limitations caused by the condition. This interdisciplinary approach involves various professionals, starting with a medical assessment.

Overall, the key to overcoming employment barriers for people with epilepsy lies in creating inclusive and accessible work environments that accommodate everyone.

Now it’s your turn!

What sorts of actions could you think implementable in your organization, to measure and valorize the performance of PwE staff in an organization?