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Processes and steps to become an inclusive PwE organisation
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Introduction
Section 1: Create and develop an inclusive policy
Section 2: Changing managerial practices
Section 3: Changing employee attitudes
Concluding remarks
Quiz

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1. What is the first step in becoming an inclusive organisation for people with epilepsy?
Train employees in first aid.
Create a zero tolerance policy against discrimination.
Offer financial support to employees.
Organise awareness-raising events.

2. What does it mean to implement reasonable accommodation for employees with epilepsy?
Reducing performance requirements.
Providing accommodation such as flexible working hours.
Allowing employees to telework 100% of the time.
Systematically reducing the workload.

3. What should an inclusive manager encourage according to the document?
Encourage employees not to talk about their personal difficulties.
Emphasise continuous performance improvement.
Create a space for employees to express their needs and concerns.
Set productivity targets without taking health constraints into account.

4. What is an example of a managerial action to reduce stress for an employee with epilepsy?
Increase the frequency of performance appraisals.
Giving the employee more autonomy in the organisation of their work.
Suggesting a change of team to diversify tasks.
Encouraging the employee not to talk about his symptoms to avoid stress.

5. What are the characteristics of an effective inclusion policy for people with epilepsy?
Setting up weekly working groups.
Carrying out regular internal surveys and organising focus groups.
Offering compulsory training for all employees.
Encouraging internal mobility for all employees with chronic illnesses.

6. Why is it important to make employees aware of epilepsy?
To ensure equal pay for all employees.
To reduce stigma and misconceptions about the condition.
To improve overall company productivity.
To ensure that only informed employees take on additional responsibilities.

7. What role does a diversity and inclusion committee play in a company?
Propose specific adjustments for employees with epilepsy.
Review remuneration policies for disabled people.
Offer recommendations on inclusive practices to be followed.
Manage relations with trade unions on equality issues.

8. Why is it recommended to use anonymous CVs in inclusive recruitment?
To guarantee equal opportunities throughout the process.
To remove unnecessary information that could distract recruiters.
To avoid administrative errors when sorting applications.
To reduce unconscious bias in the selection of candidates.

9. What should be included in a safety policy of an organisation that is inclusive of people with epilepsy?
Provide an early warning system in the event of a generalised seizure.
Train all employees in first aid.
Set up a specific action plan in the event of a seizure in the workplace.
Organise emergency management training.

10. What is one reason why a company should promote the integration of people with epilepsy?
To meet legal and ethical requirements.
To strengthen the bonds between employees on a daily basis.
To improve the company's reputation with customers.
To avoid financial penalties linked to inclusion laws.

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