The inclusion of people with epilepsy (PwE) in employment not only helps to create a more equal and inclusive society, but can also bring significant benefits to companies. However, barriers to employment for people with epilepsy are still present and need to be addressed. In this module, we will explore how companies can overcome these barriers through the use of assistive technology, employee training and effective company policies. We will also provide concrete examples of good practices that companies can implement to promote the work inclusion of people with epilepsy.

The issue of employment inclusion of people with epilepsy is of significant importance for both companies and society. Epilepsy should not be seen as an obstacle to employment, but rather as an opportunity for companies to expand their talent pool. However, people with epilepsy often face barriers to employment, such as access to information, lack of assistive technology or inadequate training. It is therefore important that companies develop strategies to overcome these barriers and promote the employment inclusion of people with epilepsy. The aim of this module is to provide practical advice for companies on how to promote the employment inclusion of people with epilepsy and encourage an inclusive culture within organisations.

Skills and attributes of a good human resources manager

A human resources manager typically needs a diverse set of competences to effectively manage the people-related functions within an organization. Some of the main competences include:

• Communication skills. HR managers need to communicate effectively with employees, managers, and external stakeholders. This includes verbal and written communication, as well as active listening.
• Interpersonal skills. Building relationships and managing conflicts are crucial aspects of HR management. HR managers need strong interpersonal skills to navigate various personalities and situations within the workplace.
• Leadership skills. HR managers often lead a team of HR professionals. Strong leadership skills are necessary to motivate, coach, and develop their team members.
• Ethical and professional integrity. HR managers handle sensitive employee information and must adhere to ethical standards and legal regulations. Maintaining confidentiality and acting with integrity is essential.
• Problem-solving skills. HR managers frequently encounter complex issues related to employee relations, performance management, and organizational change. They need strong problem-solving skills to identify root causes and develop effective solutions.
• Strategic thinking. HR managers contribute to the development and implementation of HR strategies aligned with the organization’s goals. They need to think strategically about workforce planning, talent acquisition, and employee development.
• Change management. In today’s dynamic business environment, organizations undergo frequent changes. HR managers must be adept at managing change, whether it’s restructuring, mergers and acquisitions, or implementing new technologies.
• Data analysis. HR managers increasingly rely on data to make informed decisions about recruitment, performance management, and employee engagement. Analytical skills are essential for interpreting HR metrics and trends.

A work integration manager can play an important role, if such a person exists within your company. They can communicate with employment services both when the company is hiring new employees and when optimizing the working conditions for employees with epilepsy who are already part of the team. They should possess specific skills acquired in dedicated training courses and take part in the preparation of the customized job placement project, creating specific job roles or modifying existing ones to ensure a supportive and accommodating work environment for the person with epilepsy. This means that they might need to communicate with the local employment center responsible for placing individuals with disabilities in jobs, as well as with other local employment services. This involves coordinating efforts to support the employment of disabled individuals, ensuring they find suitable job placements.

Employment centers can promote the creation of a job placement coordinator in the workplace. They may also need to outsource these tasks by engaging trade associations or non-profit organizations that have qualified professionals capable of serving as job placement managers, offering their services through consultancy. Regarding the term “person in charge of job placement,” it usually comes under position titles such as ‘Epilepsy Manager’ or ‘Diversity Manager’. Despite varying terminology, these roles share the responsibility of supporting individuals with epilepsy in their employment journey, ensuring their successful integration and retention in the workplace.

Additionally, it was noted that in the private sector, where the role of the person responsible for job placement is not yet regulated, this position may be supported by internal company structures and integrated into existing processes. This role can serve as a platform for discussion and support for the necessary actions, fostering synergistic collaboration.

Now it’s your turn!

Consider whether you can observe the described HR activities within your organization and assess their effectiveness.