{"id":2907,"date":"2024-09-26T15:03:59","date_gmt":"2024-09-26T13:03:59","guid":{"rendered":"https:\/\/epilepsypower.indesign.it\/?page_id=2907"},"modified":"2025-01-25T23:02:06","modified_gmt":"2025-01-25T22:02:06","slug":"section-1-create-and-develop-an-inclusive-policy","status":"publish","type":"page","link":"https:\/\/epilepsypower.indesign.it\/fr\/processes-and-steps-to-become-an-inclusive-pwe-organisation\/section-1-create-and-develop-an-inclusive-policy\/","title":{"rendered":"Section 1: Cr\u00e9er et d\u00e9velopper une politique d'inclusion."},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-page\" data-elementor-id=\"2907\" class=\"elementor elementor-2907\">\n\t\t\t\t\t\t<section class=\" elementor-section elementor-top-section elementor-element elementor-element-ead8a2f elementor-section-boxed elementor-section-height-default elementor-section-height-default smart-sticky-default\" data-id=\"ead8a2f\" data-element_type=\"section\" data-e-type=\"section\">\r\n\t\t\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\r\n\t\t\t\t\r\n\t\t\t\t\t\t\t\t<div class=\" elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-8934037 \" data-id=\"8934037\" data-element_type=\"column\" data-e-type=\"column\">\r\n\r\n\t\t\t\t\r\n\t\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\r\n\t\t\t\t\t\t\t\t\t\t\r\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-1c780ed elementor-widget elementor-widget-shortcode\" data-id=\"1c780ed\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"shortcode.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-shortcode\">\t\t<ul class=\"sommario_corso\">\n\t\t\t\n\t\t<li><strong>Introduction<\/strong><\/li>\t\n\t\t\t\n\t\t<li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/\">Home<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/essentials-of-human-resources-management\/\">Essentials of human resources management<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/essentials-of-human-resources-management\/section-1-knowing-the-main-competences-of-a-hr-manager-and-the-main-activities-of-hr-office\/\">Section 1: Knowing the main competences of a HR manager and the main activities of HR office<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/essentials-of-human-resources-management\/section-2-understanding-the-specific-needs-of-pwe-to-allow-optimal-integration-in-a-workplace\/\">Section 2: Understanding the specific needs of PwE to allow optimal integration in a workplace<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/essentials-of-human-resources-management\/section-3-how-to-manage-people-considering-the-size-of-the-organization-and-other-diversity-inclusion-management-aspects-needed-for-pwe\/\">Section 3: How to manage people by considering the size of the organization and other diversity-inclusion management aspects needed for PwE<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/essentials-of-human-resources-management\/section-4-measuring-and-enhancing-staff-performance-using-appropriate-evaluation-methods-including-for-people-with-epilepsy-pwe\/\">Section 4: Measuring and enhancing staff performance using appropriate evaluation methods, including for people with epilepsy (PwE)<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/essentials-of-human-resources-management\/concluding-remarks\/\">Concluding Remarks<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/essentials-of-human-resources-management\/quiz-2\/\">Quiz<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/accommodating-people-with-epilepsy-in-business-processes-and-activities\/\">Accommodating people with epilepsy in business processes and activities<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/accommodating-people-with-epilepsy-in-business-processes-and-activities\/section-1-understanding-the-nature-of-epilepsy-and-recognizing-potential-triggers\/\">Section 1: Understanding the nature of epilepsy and recognizing potential triggers.<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/accommodating-people-with-epilepsy-in-business-processes-and-activities\/section-2-challenges-faced-by-people-with-epilepsy-prior-to-employment\/\">Section 2: Challenges faced by people with epilepsy prior to employment<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/accommodating-people-with-epilepsy-in-business-processes-and-activities\/section-3-from-respecting-medical-confidentiality-to-defining-and-implementing-the-necessary-reasonable-accommodations-the-key-role-of-the-occupational-physician\/\">Section 3: From respecting medical confidentiality to defining and implementing the necessary reasonable accommodations: the key role of the occupational physician<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/accommodating-people-with-epilepsy-in-business-processes-and-activities\/section-4-type-of-accommodation-for-people-with-epilepsy-in-the-workplace\/\">Section 4: Type of accommodation for people with epilepsy in the workplace.<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/accommodating-people-with-epilepsy-in-business-processes-and-activities\/section-5-ensuring-safety-in-the-workplace-and-creating-a-plan-of-action\/\">Section 5: Ensuring safety in the workplace and creating a plan of action<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/accommodating-people-with-epilepsy-in-business-processes-and-activities\/concluding-remarks\/\">Concluding remarks<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/accommodating-people-with-epilepsy-in-business-processes-and-activities\/quiz\/\">Quiz<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/lp2-final-test\/\">LP2 Final Test<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/what-is-epilepsy\/\">What is Epilepsy<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/epilepsy-and-time-management\/\">Epilepsy and time management<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/epilepsy-and-time-management\/meaning-and-importance-of-time-management-in-the-working-life-of-people-with-epilepsy\/\">Section 1: Meaning and importance of time management in the working life of people with epilepsy<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/epilepsy-and-time-management\/section-2-how-can-i-establish-good-time-management-for-people-with-epilepsy-in-my-organisation\/\">Section 2: How can I establish good time management for people with epilepsy in my organisation?<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/epilepsy-and-time-management\/how-can-i-establish-good-time-management-for-people-with-epilepsy-in-my-organisation\/\">Section 3: Coaching people with epilepsy \u2013 concrete tools & methods<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/epilepsy-and-time-management\/concluding-remarks\/\">Concluding remarks<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/epilepsy-and-time-management\/quiz\/\">Quiz<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/conducting-a-personal-assessment-of-epilepsy-to-minimize-workplace-risks\/\">Conducting a Personal Assessment of Epilepsy to Minimize Workplace Risks<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/conducting-a-personal-assessment-of-epilepsy-to-minimize-workplace-risks\/section-1-seizures-and-triggering-factors\/\">Section 1: Seizures and triggering factors<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/conducting-a-personal-assessment-of-epilepsy-to-minimize-workplace-risks\/section-2-methods\/\">Section 2: Physical effects<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/conducting-a-personal-assessment-of-epilepsy-to-minimize-workplace-risks\/section-3-cognitive-effects\/\">Section 3: Cognitive effects<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/conducting-a-personal-assessment-of-epilepsy-to-minimize-workplace-risks\/concluding-remarks-2\/\">Individual assessment tool<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/conducting-a-personal-assessment-of-epilepsy-to-minimize-workplace-risks\/concluding-remarks\/\">Concluding remarks<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/conducting-a-personal-assessment-of-epilepsy-to-minimize-workplace-risks\/quiz\/\">Quiz<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/what-is-epilepsy-2\/\">What is Epilepsy<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/processes-and-steps-to-become-an-inclusive-pwe-organisation\/\">Processes and steps to become an inclusive PwE organisation<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/processes-and-steps-to-become-an-inclusive-pwe-organisation\/section-1-create-and-develop-an-inclusive-policy\/\">Section 1: Create and develop an inclusive policy<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/processes-and-steps-to-become-an-inclusive-pwe-organisation\/section-2-changing-managerial-practices\/\">Section 2: Changing managerial practices<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/processes-and-steps-to-become-an-inclusive-pwe-organisation\/section-3-changing-employee-attitudes\/\">Section 3: Changing employee attitudes<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/processes-and-steps-to-become-an-inclusive-pwe-organisation\/concluding-remarks\/\">Concluding remarks<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/processes-and-steps-to-become-an-inclusive-pwe-organisation\/quiz\/\">Quiz<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-the-knowledge-of-the-best-job-searching-strategies\/\">Improving job searching strategies<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-the-knowledge-of-the-best-job-searching-strategies\/what-do-you-want\/\">Section 1: What do you want?<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-the-knowledge-of-the-best-job-searching-strategies\/section-2-assessing-the-medical-condition-realistically\/\">Section 2: Assessing the medical condition realistically<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-the-knowledge-of-the-best-job-searching-strategies\/section-3-assessing-the-medical-condition-realistically\/\">Section 3: Laws, counselling and support.<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-the-knowledge-of-the-best-job-searching-strategies\/concluding-remarks\/\">Concluding remarks<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-the-knowledge-of-the-best-job-searching-strategies\/quiz\/\">Quiz<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/managing-stress-anxiety-and-frustration-for-better-inclusion\/\">Managing Stress, Anxiety and Frustration for better inclusion<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/managing-stress-anxiety-and-frustration-for-better-inclusion\/section-1-understanding-epilepsy-and-its-impact-on-employees\/\">Section 1: Understanding Epilepsy and Its Impact on Employees<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/managing-stress-anxiety-and-frustration-for-better-inclusion\/section-2-promoting-awareness\/\">Section 2: Creating an Inclusive Workplace Environment<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/managing-stress-anxiety-and-frustration-for-better-inclusion\/section-3-managing-stress-and-anxiety-for-employees-with-epilepsy\/\">Section 3: Managing Stress and Anxiety for Employees with Epilepsy<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/managing-stress-anxiety-and-frustration-for-better-inclusion\/section-4-handling-frustration-and-emotional-well-being\/\">Section 4: Handling Frustration and Emotional Well-being<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/managing-stress-anxiety-and-frustration-for-better-inclusion\/section-5-supportive-workplace-policies-and-legal-considerations\/\">Section 5: Supportive Workplace Policies and Legal Considerations<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/managing-stress-anxiety-and-frustration-for-better-inclusion\/concluding-remarks\/\">Concluding Remarks<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/managing-stress-anxiety-and-frustration-for-better-inclusion\/quiz\/\">Quiz<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/equal-opportunity-rights-for-workers-with-epilepsy\/\">Equal opportunity rights for workers with epilepsy<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/equal-opportunity-rights-for-workers-with-epilepsy\/section-1-obstacles-to-better-professional-integration-for-people-with-disabilities-particularly-epilepsy\/\">Section 1: Obstacles to better professional integration for people with disabilities, particularly epilepsy<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/equal-opportunity-rights-for-workers-with-epilepsy\/section-2-the-international-legal-framework\/\">Section 2: The international legal framework<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/equal-opportunity-rights-for-workers-with-epilepsy\/section-3-the-european-legal-framework\/\">Section 3: The european legal framework<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/equal-opportunity-rights-for-workers-with-epilepsy\/section-4-equal-opportunity-rights-in-italy\/\">Section 4: Equal opportunity rights in Italy<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/equal-opportunity-rights-for-workers-with-epilepsy\/section-5-equal-opportunity-rights-in-bulgaria\/\">Section 5: Equal opportunity rights in Bulgaria<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/equal-opportunity-rights-for-workers-with-epilepsy\/section-6-equal-opportunity-rights-in-ireland\/\">Section 6: Equal opportunity rights in Ireland<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/equal-opportunity-rights-for-workers-with-epilepsy\/section-7-equal-opportunity-rights-in-germany\/\">Section 7: Equal opportunity rights in Germany<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/equal-opportunity-rights-for-workers-with-epilepsy\/section-8-equal-opportunity-rights-in-france\/\">Section 8: Equal opportunity rights in France<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/equal-opportunity-rights-for-workers-with-epilepsy\/section-9-summary-of-key-points-concerning-legislation-to-promote-the-professional-integration-of-disabled-people-in-italy-bulgaria-ireland-germany-and-france\/\">Section 9: Summary of key points concerning legislation to promote the professional integration of disabled people in Italy, Bulgaria, Ireland, Germany and France.<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/equal-opportunity-rights-for-workers-with-epilepsy\/concluding-remarks\/\">Concluding remarks<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/equal-opportunity-rights-for-workers-with-epilepsy\/quiz\/\">Quiz<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/organisation-of-tasks-to-be-assigned-to-people-with-epilepsy\/\">Considerations in assigning tasks to people with epilepsy<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/organisation-of-tasks-to-be-assigned-to-people-with-epilepsy\/assignement-of-tasks-what-do-people-with-epilepsy-need\/\">Section 1: Assignment of tasks - What do people with epilepsy need?<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/organisation-of-tasks-to-be-assigned-to-people-with-epilepsy\/assignment-of-tasks-sensitisation-to-needs-within-the-team\/\">Section 2: Assignment of tasks \u2013 sensitisation to needs within the team<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/organisation-of-tasks-to-be-assigned-to-people-with-epilepsy\/section-3-long-term-goal-self-organising-tasks\/\">Section 3: Long-term goal: self-organising tasks<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/organisation-of-tasks-to-be-assigned-to-people-with-epilepsy\/concluding-remarks\/\">Concluding remarks<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/organisation-of-tasks-to-be-assigned-to-people-with-epilepsy\/quiz\/\">Quiz<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/company-registration\/\">Company Registration<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/how-to-self-promote-and-find-work-opportunities\/\">How to Self-Promote and Find Work Opportunities<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/how-to-self-promote-and-find-work-opportunities\/section-1-self-promotion-in-job-searching\/\">Section 1: Self-Promotion in Job Searching<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/how-to-self-promote-and-find-work-opportunities\/section-2-self-promotion-at-interview\/\">Section 2: Self-Promotion at Interview<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/how-to-self-promote-and-find-work-opportunities\/section-3-self-promotion-in-the-workplace\/\">Section 3: Self-Promotion in the Workplace<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/how-to-self-promote-and-find-work-opportunities\/concluding-remarks\/\">Concluding Remarks<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/how-to-self-promote-and-find-work-opportunities\/quiz\/\">Quiz<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-social-communication-and-interaction-skills\/\">Improving Social Communication and Interaction Skills<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-social-communication-and-interaction-skills\/section-1-understanding-social-communication\/\">Section 1: Understanding Social Communication<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-social-communication-and-interaction-skills\/section-2-recognizing-barriers-to-effective-communication\/\">Section 2: Recognizing Barriers to Effective Communication<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-social-communication-and-interaction-skills\/section-3-active-listening-skills\/\">Section 3: Active Listening Skills<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-social-communication-and-interaction-skills\/section-4-non-verbal-communication\/\">Section 4: Non-Verbal Communication<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-social-communication-and-interaction-skills\/section-5-emotional-intelligence\/\">Section 5: Emotional Intelligence<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-social-communication-and-interaction-skills\/section-6-overcoming-communication-anxiety\/\">Section 6: Overcoming Communication Anxiety<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-social-communication-and-interaction-skills\/section-7-effective-conflict-resolution\/\">Section 7: Effective Conflict Resolution<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-social-communication-and-interaction-skills\/section-8-effective-conflict-resolution\/\">Section 8: Building Social Skills in Specific Contexts<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-social-communication-and-interaction-skills\/conclusion\/\">Conclusion<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/improving-social-communication-and-interaction-skills\/quiz\/\">Quiz<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/lp1-final-test\/\">LP1 Final Test<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/strengthening-your-job-application-process\/\">Strengthening your job application process<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/strengthening-your-job-application-process\/section-1-how-to-find-and-apply-to-a-job-position\/\">Section 1: How to find and apply to a job position<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/strengthening-your-job-application-process\/section-2-how-to-create-a-complete-and-understandable-personal-curriculum\/\">Section 2: How to create a complete and understandable personal curriculum<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/strengthening-your-job-application-process\/section-3-demonstrating-the-right-competencies-for-the-requirements-of-a-job-position\/\">Section 3: Demonstrating the right competencies for the requirements of a job position<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/strengthening-your-job-application-process\/section-4-presenting-and-discussing-effectively-your-professional-and-personal-background-during-a-selection-process\/\">Section 4: Presenting and discussing effectively your professional and personal background during a selection process<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/strengthening-your-job-application-process\/concluding-remarks\/\">Concluding remarks<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/strengthening-your-job-application-process\/quiz\/\">Quiz<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/guiding-selection-of-optimal-employment-based-on-personal-medical-condition\/\">Tailoring Employment Choices to Individual Medical Conditions<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/guiding-selection-of-optimal-employment-based-on-personal-medical-condition\/choosing-appropriate-job\/\">Section 1: Choosing appropriate job<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/guiding-selection-of-optimal-employment-based-on-personal-medical-condition\/choosing-appropriate-job-2\/\">Section 2: \"External\u201d limitations: environmental risks, seizures, physical and cognitive limitations<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/guiding-selection-of-optimal-employment-based-on-personal-medical-condition\/internal-limitations\/\">Section 3: \u201cInternal\u201d limitations<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/guiding-selection-of-optimal-employment-based-on-personal-medical-condition\/concluding-remarks\/\">Concluding remarks<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/guiding-selection-of-optimal-employment-based-on-personal-medical-condition\/quiz\/\">Quiz<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/encouraging-interaction-between-people-with-epilepsy-and-their-co-workers\/\">Encouraging Interaction between People with Epilepsy and their Co-Workers<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/encouraging-interaction-between-people-with-epilepsy-and-their-co-workers\/section-1-understanding-epilepsy-and-its-impact-on-employees\/\">Section 1: Understanding Epilepsy<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/encouraging-interaction-between-people-with-epilepsy-and-their-co-workers\/section-2-promoting-awareness\/\">Section 2: Promoting Awareness<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/encouraging-interaction-between-people-with-epilepsy-and-their-co-workers\/section-3-effective-communication-strategies\/\">Section 3: Effective Communication Strategies<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/encouraging-interaction-between-people-with-epilepsy-and-their-co-workers\/section-4-self-advocacy\/\">Section 4: Self-Advocacy<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/encouraging-interaction-between-people-with-epilepsy-and-their-co-workers\/concluding-remarks\/\">Concluding Remarks<\/a><\/li><li><a href=\"https:\/\/epilepsypower.indesign.it\/fr\/encouraging-interaction-between-people-with-epilepsy-and-their-co-workers\/quiz\/\">Quiz<\/a><\/li>\t\t<\/ul>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t\t\t\t\t\t<div class=\" elementor-column elementor-col-66 elementor-top-column elementor-element elementor-element-3136afc \" data-id=\"3136afc\" data-element_type=\"column\" data-e-type=\"column\">\r\n\r\n\t\t\t\t\r\n\t\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\r\n\t\t\t\t\t\t\t\t\t\t\r\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-28d3c8d elementor-widget elementor-widget-text-editor\" data-id=\"28d3c8d\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-28d3c8d{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0a05b51 elementor-widget elementor-widget-text-editor\" data-id=\"0a05b51\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-0a05b51{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c52b4e1 elementor-widget elementor-widget-text-editor\" data-id=\"c52b4e1\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-c52b4e1{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1b13ca9 elementor-widget elementor-widget-text-editor\" data-id=\"1b13ca9\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<table width=\"604\"><tbody><tr><td width=\"604\"><blockquote><p><em>T\u00e9moignage d&#8217;Am\u00e9lie :<\/em><\/p><p><em>\u00a0<\/em><em>J&#8217;avais 26 ans lorsque j&#8217;ai connu ma premi\u00e8re crise. Je venais d&#8217;\u00eatre embauch\u00e9e comme gestionnaire de comptes dans un cabinet d&#8217;experts-comptables. Je ne supportais plus les \u00e9crans et j&#8217;ai d\u00fb arr\u00eater de travailler. Aujourd&#8217;hui, je suis reconnue comme handicap\u00e9e. Je ne peux pas conduire ni faire certains travaux. La perte de mobilit\u00e9 entra\u00eene l&#8217;isolement, c&#8217;est le plus dur. Je ne rencontre personne. J&#8217;aimerais reprendre le travail. Je ne veux pas de piti\u00e9, juste un travail qui s&#8217;adapte.<a href=\"#_ftn1\" name=\"_ftnref1\"><sup><strong>[1]<\/strong><\/sup><\/a><\/em><\/p><\/blockquote><\/td><\/tr><\/tbody><\/table><p><a href=\"#_ftnref1\" name=\"_ftn1\"><sup>[1]<\/sup><\/a> Delatronchette, L. (2022, 14 f\u00e9vrier) &#8211; &#8220;L&#8217;\u00e9pilepsie est une maladie invisible mais vraiment handicapante&#8221; Par Ouest France. <a href=\"https:\/\/www.ouest-france.fr\/sante\/temoignage-l-epilepsie-est-une-maladie-invisible-mais-vraiment-handicapante-7e5f2744-8b29-11ec-a1f9-dd16676602bc\">https:\/\/www.ouest-france.fr\/sante\/temoignage-l-epilepsie-est-une-maladie-invisible-mais-vraiment-handicapante-7e5f2744-8b29-11ec-a1f9-dd16676602bc<\/a><\/p><p>Par Ouest France. <a href=\"https:\/\/www.ouest-france.fr\/sante\/temoignage-l-epilepsie-est-une-maladie-invisible-mais-vraiment-handicapante-7e5f2744-8b29-11ec-a1f9-dd16676602bc\">https:\/\/www.ouest-france.fr\/sante\/temoignage-l-epilepsie-est-une-maladie-invisible-mais-vraiment-handicapante-7e5f2744-8b29-11ec-a1f9-dd16676602bc<\/a><\/p><p>La cr\u00e9ation et le d\u00e9veloppement d&#8217;une politique d&#8217;inclusion au sein d&#8217;une organisation n\u00e9cessitent un engagement clair de la part de la direction et la mise en \u0153uvre de mesures appropri\u00e9es. Cet objectif doit \u00eatre align\u00e9 sur la mission et les valeurs g\u00e9n\u00e9rales de l&#8217;entreprise.\u00a0 En voici les grandes lignes.<\/p><ul><li><strong>Des efforts continus pour lutter contre la discrimination directe ou indirecte <\/strong>: une politique de tol\u00e9rance z\u00e9ro \u00e0 l&#8217;\u00e9gard de tout comportement potentiellement stigmatisant ou discriminatoire devrait \u00eatre mise en \u0153uvre. Il est aussi n\u00e9cessaire d&#8217;\u00e9tablir des proc\u00e9dures claires pour signaler les cas de discrimination, de harc\u00e8lement ou d&#8217;autres violations des politiques d&#8217;int\u00e9gration. Une attention particuli\u00e8re doit \u00eatre accord\u00e9e aux d\u00e9cisions concernant les pratiques d&#8217;embauche, de promotion et de r\u00e9mun\u00e9ration.<\/li><li><strong>Mettre en \u0153uvre des am\u00e9nagements raisonnables, comme l&#8217;exige la loi, lorsqu&#8217;ils sont recommand\u00e9s, pour les employ\u00e9s concern\u00e9s <\/strong>: la plupart du temps, une personne souffrant d\u2019\u00e9pilepsie n&#8217;a pas besoin d&#8217;am\u00e9nagement sur son lieu de travail. Lorsqu&#8217;il y a un besoin sp\u00e9cifique, dans la plupart des cas, un m\u00e9decin du travail fournira une liste d&#8217;am\u00e9nagements pour cr\u00e9er un environnement s\u00fbr et confortable pour cette personne. L&#8217;employeur doit rencontrer l&#8217;employ\u00e9 pour discuter des d\u00e9tails et s&#8217;assurer que rien n&#8217;a \u00e9t\u00e9 oubli\u00e9. Dans certains cas, l&#8217;am\u00e9nagement sera mineur, comme l&#8217;adaptation de l&#8217;horaire de travail pour permettre au salari\u00e9 de se reposer, ce qui r\u00e9duira le risque de crises d&#8217;\u00e9pilepsie. Des r\u00e9unions r\u00e9guli\u00e8res doivent \u00eatre organis\u00e9es pour v\u00e9rifier que tout est en ordre et qu&#8217;aucun autre ajustement n&#8217;est n\u00e9cessaire.<br \/>Pour plus de d\u00e9tails sur ce sujet, voir le module 2.2 &#8220;Prise en compte des personnes souffrant d&#8217;\u00e9pilepsie dans les processus et les activit\u00e9s de l&#8217;entreprise&#8221;.<\/li><\/ul><ul><li><strong>Mise en \u0153uvre d&#8217;une politique de s\u00e9curit\u00e9 qui prend en compte la sant\u00e9 et le bien-\u00eatre de tous les employ\u00e9s, y compris les besoins des personnes atteintes d\u2019\u00e9pilepsie<\/strong>: la politique de s\u00e9curit\u00e9 de l&#8217;entreprise doit inclure des mesures sp\u00e9cifiques telles qu&#8217;un plan d&#8217;action en cas de crise.<br \/>Comme pour les autres mesures de s\u00e9curit\u00e9 mises en \u0153uvre dans l&#8217;entreprise, les employ\u00e9s doivent \u00eatre inform\u00e9s et form\u00e9s pour se comporter de mani\u00e8re appropri\u00e9e. Pour plus de d\u00e9tails sur ce sujet, voir le module 2.2 &#8221; Prise en compte des personnes souffrant d&#8217;\u00e9pilepsie dans les processus et les activit\u00e9s de l&#8217;entreprise &#8220;.<br \/>Garantir la s\u00e9curit\u00e9 des employ\u00e9s est une obligation de l&#8217;employeur, mais il est \u00e9galement n\u00e9cessaire d&#8217;aller plus loin, de veiller \u00e0 la sant\u00e9 et au bien-\u00eatre des employ\u00e9s.<\/li><\/ul><p>Voici quelques mesures importantes:<\/p><ul><li>Veiller \u00e0 ce que les employ\u00e9s aient acc\u00e8s \u00e0 une assurance maladie compl\u00e8te, y compris une couverture pour l&#8217;\u00e9pilepsie.<\/li><li>Fournir un soutien et de la compr\u00e9hension aux employ\u00e9s pour les rendez-vous et soins m\u00e9dicaux n\u00e9cessaires, par exemple en am\u00e9nageant les horaires de travail.<\/li><li>Avoir une politique claire concernant les absences pour cause de maladie, en particulier pour les personnes atteintes d&#8217;\u00e9pilepsie, et mettre en place des mesures de soutien pour la r\u00e9int\u00e9gration des employ\u00e9s apr\u00e8s une absence.<\/li><li>L&#8217;entreprise doit \u00e9galement accorder une attention particuli\u00e8re au bien-\u00eatre \u00e9motionnel et social et \u00e0 la sant\u00e9 mentale des personnes, en particulier celles qui sont atteintes d&#8217;\u00e9pilepsie.<\/li><li><strong>Mettre en place des solutions pour faciliter l&#8217;acc\u00e8s au site de l&#8217;entreprise: <\/strong>Dans le cadre du d\u00e9veloppement durable et de la responsabilit\u00e9 sociale des entreprises, de nombreuses soci\u00e9t\u00e9s cherchent des solutions pour faciliter l&#8217;acc\u00e8s de leurs salari\u00e9s \u00e0 leur lieu de travail. Cette question est particuli\u00e8rement importante pour les personnes atteintes d&#8217;\u00e9pilepsie, qui sont souvent confront\u00e9es \u00e0 des restrictions de conduite. Il est possible d&#8217;encourager l&#8217;utilisation des transports publics en offrant des subventions aux employ\u00e9s qui les utilisent. Une autre solution consiste \u00e0 collaborer avec les autorit\u00e9s locales de transport pour proposer des cartes de transport gratuites ou \u00e0 prix r\u00e9duit. Cependant, si l&#8217;entreprise est mal desservie par les transports publics, des programmes de covoiturage peuvent \u00eatre envisag\u00e9s. Pour les grandes entreprises, la mise en place de navettes d&#8217;entreprise reliant les principaux n\u0153uds de transport au lieu de travail pourrait \u00e9galement \u00eatre une option. Enfin, une autre solution pour faciliter l&#8217;int\u00e9gration professionnelle des personnes souffrant d&#8217;\u00e9pilepsie est d&#8217;instaurer des politiques de travail \u00e0 distance, en tenant compte des besoins et des souhaits sp\u00e9cifiques de chacun.<\/li><li><strong>Cr\u00e9er des fonctions ou des r\u00f4les pour promouvoir l&#8217;int\u00e9gration : <\/strong><\/li><\/ul><p>Pour cr\u00e9er un environnement inclusif pour les employ\u00e9s atteints d&#8217;\u00e9pilepsie, il est essentiel de mettre en place un syst\u00e8me de soutien complet comprenant les principales parties prenantes et ressources. Le d\u00e9partement des ressources humaines est le plus souvent concern\u00e9 par la mise en \u0153uvre d&#8217;une politique d&#8217;int\u00e9gration, m\u00eame si celle-ci est d\u00e9cid\u00e9e au niveau de la direction g\u00e9n\u00e9rale. De nombreuses entreprises choisissent \u00e9galement de nommer un responsable du handicap pour superviser la politique d&#8217;inclusion. Son r\u00f4le est souvent crucial pour soutenir les employ\u00e9s atteints d\u2019\u00e9pilepsie. Une mesure compl\u00e9mentaire pourrait consister \u00e0 cr\u00e9er un comit\u00e9 de diversit\u00e9 et d&#8217;inclusion, r\u00e9unissant des employ\u00e9s de diff\u00e9rents niveaux et horizons au sein de l&#8217;organisation, afin de fournir des informations et des recommandations essentielles pour le d\u00e9veloppement et la mise en place d&#8217;une politique d&#8217;inclusion. Enfin, collaborer avec des partenaires externes tels que les professionnels de sant\u00e9, les d\u00e9fenseurs des droits des personnes handicap\u00e9es et les organisations sp\u00e9cialis\u00e9es dans l\u2019\u00e9pilepsie est crucial pour se tenir au courant des meilleures pratiques et des \u00e9volutions r\u00e9centes. De plus, \u00e9tablir un partenariat avec des groupes de d\u00e9fense des droits des personnes atteintes d\u2019\u00e9pilepsie permet d&#8217;acc\u00e9der \u00e0 des ressources p\u00e9dagogiques, \u00e0 des s\u00e9minaires et \u00e0 des consultations d&#8217;experts, facilitant ainsi une approche inform\u00e9e et mise \u00e0 jour pour soutenir les employ\u00e9s atteints d\u2019\u00e9pilepsie, tout en servant de mod\u00e8le pour l\u2019adaptation aux autres handicaps.<br \/>Proposer des groupes de soutien par les pairs ou des groupes de ressources pour les employ\u00e9s atteints d\u2019\u00e9pilepsie peut offrir un soutien cognitif, un tutorat professionnel et des opportunit\u00e9s de communication avec d&#8217;autres personnes atteintes ou avec des travailleurs de soutien par les pairs.<\/p><ul><li><strong>Contr\u00f4ler et \u00e9valuer les progr\u00e8s de la politique d&#8217;inclusion: <\/strong>pour garantir l&#8217;efficacit\u00e9 d&#8217;une politique d&#8217;inclusion, il est essentiel de contr\u00f4ler et d&#8217;\u00e9valuer r\u00e9guli\u00e8rement les progr\u00e8s. Vous devez commencer par fixer des objectifs sp\u00e9cifiques et mesurables en mati\u00e8re de diversit\u00e9 et d&#8217;inclusion au sein de l&#8217;entreprise. L&#8217;efficacit\u00e9 des politiques et mesures d&#8217;adaptation existantes doit \u00eatre r\u00e9guli\u00e8rement examin\u00e9e et \u00e9valu\u00e9e, afin d&#8217;identifier les domaines susceptibles d&#8217;exclure ou de d\u00e9savantager involontairement certains groupes. Un processus d&#8217;\u00e9valuation continue fait appel \u00e0 des enqu\u00eates, des groupes de discussion et des entretiens avec les employ\u00e9s pour recueillir des informations sur leurs exp\u00e9riences et identifier les lacunes en mati\u00e8re d&#8217;inclusion. Ce processus s&#8217;applique \u00e9galement aux employ\u00e9s atteints d&#8217;\u00e9pilepsie en sollicitant leur avis et en veillant \u00e0 ce que leurs besoins soient satisfaits.<\/li><\/ul><p>La cr\u00e9ation et le d\u00e9veloppement d&#8217;une politique d&#8217;inclusion, en particulier pour les employ\u00e9s atteints d&#8217;\u00e9pilepsie, n\u00e9cessitent la prise en compte des domaines d&#8217;action suivants : efforts continus pour lutter contre la discrimination directe ou indirecte ; mise en \u0153uvre d&#8217;am\u00e9nagements raisonnables lorsque cela est recommand\u00e9 pour les employ\u00e9s concern\u00e9s ; mise en \u0153uvre d&#8217;une politique de s\u00e9curit\u00e9 qui prend en compte la sant\u00e9 et le bien-\u00eatre de tous les employ\u00e9s, y compris les besoins des personnes atteintes d&#8217;\u00e9pilepsie ; mise en \u0153uvre de solutions pour faciliter l&#8217;acc\u00e8s au site de l&#8217;entreprise ; cr\u00e9ation de fonctions ou de r\u00f4les pour promouvoir l&#8217;int\u00e9gration ; suivi et \u00e9valuation des progr\u00e8s r\u00e9alis\u00e9s dans le cadre de la politique d&#8217;inclusion.<\/p><table width=\"604\"><tbody><tr><td width=\"604\"><blockquote><p>T\u00e9moignage d&#8217;Anna-Louise :<\/p><p>L&#8217;\u00e9pilepsie, ce n&#8217;est pas seulement les crises. C&#8217;est aussi quand il faut prendre ses m\u00e9dicaments, s&#8217;organiser pour les rendez-vous m\u00e9dicaux, souffrir de trous de m\u00e9moire, d&#8217;un flash lumineux qui g\u00eane \u00e0 cause de la photosensibilit\u00e9, de vertiges excessifs, d&#8217;une mauvaise nuit de sommeil qui fait courir le risque d&#8217;une crise, d&#8217;un tremblement du bras ou d&#8217;un \u0153il qui tressaille, de l&#8217;impossibilit\u00e9 de se rendre \u00e0 un endroit parce que les transports en commun n&#8217;y vont pas, etc.<\/p><p>J&#8217;aimerais sensibiliser les gens \u00e0 l&#8217;\u00e9pilepsie et faire en sorte qu&#8217;ils en parlent sans les tabous qui l&#8217;entourent, afin que toutes les personnes atteintes d&#8217;\u00e9pilepsie puissent vivre un peu mieux avec leur handicap. Pour ne pas avoir \u00e0 cacher sa maladie par peur de la r\u00e9action de ses proches et de ses moins proches, pour ne pas avoir peur de faire une crise en public \u00e0 cause du regard des autres, ou tout simplement \u00e0 cause du risque pour sa s\u00e9curit\u00e9, parce que les gestes simples qui peuvent nous prot\u00e9ger ne sont pas enseign\u00e9s. J&#8217;aimerais aussi que disparaissent d\u00e9finitivement les vieilles croyances sur l&#8217;\u00e9pilepsie, comme la possession par les mauvais esprits ou le diable, la folie&#8230; toutes ces choses n\u00e9gatives qui n&#8217;ont pas lieu d&#8217;\u00eatre.<a href=\"#_ftn2\" name=\"_ftnref2\"><sup>[2]<\/sup><\/a><em><sup>\u00a0<\/sup><\/em><\/p><\/blockquote><\/td><\/tr><\/tbody><\/table><p><em> <a href=\"#_ftnref2\" name=\"_ftn2\"><sup>[2]<\/sup><\/a> Lavigne, A. (2021, 29 octobre). &#8220;Je suis \u00e9pileptique et voici ce que je voudrais que vous sachiez sur cette maladie &#8221; &#8211; BLOG. Le HuffPost. <a href=\"https:\/\/www.huffingtonpost.fr\/life\/article\/je-suis-epileptique-et-voici-ce-que-je-voudrais-que-vous-sachiez-sur-cette-maladie-blog_188321.html\">https:\/\/www.huffingtonpost.fr\/life\/article\/je-suis-epileptique-et-voici-ce-que-je-voudrais-que-vous-sachiez-sur-cette-maladie-blog_188321.html<\/a><\/em><\/p><p><strong>Exercice de r\u00e9flexion <\/strong><\/p><p>En reprenant les principaux points \u00e0 suivre pour cr\u00e9er et d\u00e9velopper une politique d&#8217;inclusion dans votre organisation, d\u00e9crivez pr\u00e9cis\u00e9ment les actions concr\u00e8tes que vous pourriez entreprendre pour chacun des points, en indiquant pour chaque action les personnes impliqu\u00e9es et un calendrier.\u00a0<\/p><ol><li>Des efforts continus pour lutter contre les discriminations directes et indirectes<\/li><li>Mettre en \u0153uvre des am\u00e9nagements raisonnables, comme l&#8217;exige la loi, pour les employ\u00e9s concern\u00e9s.<\/li><li>Mettre en \u0153uvre une politique de s\u00e9curit\u00e9 qui tienne compte de la sant\u00e9 et du bien-\u00eatre de tous les employ\u00e9s, y compris des besoins des personnes atteintes d\u2019\u00e9pilepsie<\/li><li>Mettre en \u0153uvre des solutions pour faciliter l&#8217;acc\u00e8s au site de l&#8217;entreprise<\/li><li>Cr\u00e9er des fonctions ou des r\u00f4les pour promouvoir l&#8217;int\u00e9gration<\/li><li>Suivre et \u00e9valuer les progr\u00e8s d&#8217;une politique d&#8217;inclusion<\/li><\/ol>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-557a1df elementor-widget elementor-widget-text-editor\" data-id=\"557a1df\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-557a1df{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t\t\t\t\t<\/div>\r\n\t\t\t<\/section>\r\n\t\t\t\t\t<section class=\" elementor-section elementor-top-section elementor-element elementor-element-ed0591e elementor-section-boxed elementor-section-height-default elementor-section-height-default smart-sticky-default\" data-id=\"ed0591e\" data-element_type=\"section\" data-e-type=\"section\">\r\n\t\t\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\r\n\t\t\t\t\r\n\t\t\t\t\t\t\t\t<div class=\" elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-311b858 \" data-id=\"311b858\" data-element_type=\"column\" data-e-type=\"column\">\r\n\r\n\t\t\t\t\r\n\t\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\r\n\t\t\t\t\t\t\t\t\t\t\r\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-9de7977 elementor-widget elementor-widget-shortcode\" data-id=\"9de7977\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"shortcode.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-shortcode\"><div style=\"width:100%; text-align: center; margin: 20px 0; font-weight: bold;\">\n\t\t<a href=\"https:\/\/epilepsypower.indesign.it\/fr\/\"> Next: \"Home\" &raquo;&raquo; <\/a> \t\t<\/div><\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t\t\t\t\t<\/div>\r\n\t\t\t<\/section>\r\n\t\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Testimony from Am\u00e9lie: I was 26 when I had my first crisis. I&#8217;d just been taken on as an account manager in an accountancy firm. I couldn&#8217;t stand the screens any more, so I had to stop working. Today, I&#8217;m recognised as disabled. I can&#8217;t drive or do certain jobs. The loss of mobility leads [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"parent":2902,"menu_order":1,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-2907","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Section 1: Create and develop an inclusive policy - Epilepsy Power<\/title>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Section 1: Create and develop an inclusive policy - Epilepsy Power\" \/>\n<meta property=\"og:description\" content=\"Testimony from Am\u00e9lie: I was 26 when I had my first crisis. 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The loss of mobility leads [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/epilepsypower.indesign.it\/fr\/processes-and-steps-to-become-an-inclusive-pwe-organisation\/section-1-create-and-develop-an-inclusive-policy\/\" \/>\n<meta property=\"og:site_name\" content=\"Epilepsy Power\" \/>\n<meta property=\"article:modified_time\" content=\"2025-01-25T22:02:06+00:00\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Dur\u00e9e de lecture estim\u00e9e\" \/>\n\t<meta name=\"twitter:data1\" content=\"32 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/processes-and-steps-to-become-an-inclusive-pwe-organisation\\\/section-1-create-and-develop-an-inclusive-policy\\\/\",\"url\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/processes-and-steps-to-become-an-inclusive-pwe-organisation\\\/section-1-create-and-develop-an-inclusive-policy\\\/\",\"name\":\"Section 1: Create and develop an inclusive policy - Epilepsy Power\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/#website\"},\"datePublished\":\"2024-09-26T13:03:59+00:00\",\"dateModified\":\"2025-01-25T22:02:06+00:00\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/processes-and-steps-to-become-an-inclusive-pwe-organisation\\\/section-1-create-and-develop-an-inclusive-policy\\\/#breadcrumb\"},\"inLanguage\":\"fr-FR\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/epilepsypower.indesign.it\\\/processes-and-steps-to-become-an-inclusive-pwe-organisation\\\/section-1-create-and-develop-an-inclusive-policy\\\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/processes-and-steps-to-become-an-inclusive-pwe-organisation\\\/section-1-create-and-develop-an-inclusive-policy\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Processes and steps to become an inclusive PwE organisation\",\"item\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/processes-and-steps-to-become-an-inclusive-pwe-organisation\\\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"Section 1: Create and develop an inclusive policy\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/#website\",\"url\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/\",\"name\":\"Epilepsy Power\",\"description\":\"Epilepsy Power\",\"publisher\":{\"@id\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"fr-FR\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/#organization\",\"name\":\"Epilepsy Power\",\"url\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"fr-FR\",\"@id\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/wp-content\\\/uploads\\\/2023\\\/04\\\/cropped-cropped-logo-epilepsy-power.png\",\"contentUrl\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/wp-content\\\/uploads\\\/2023\\\/04\\\/cropped-cropped-logo-epilepsy-power.png\",\"width\":512,\"height\":512,\"caption\":\"Epilepsy Power\"},\"image\":{\"@id\":\"https:\\\/\\\/epilepsypower.indesign.it\\\/#\\\/schema\\\/logo\\\/image\\\/\"}}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Section 1: Create and develop an inclusive policy - Epilepsy Power","robots":{"index":"noindex","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"og_locale":"fr_FR","og_type":"article","og_title":"Section 1: Create and develop an inclusive policy - Epilepsy Power","og_description":"Testimony from Am\u00e9lie: I was 26 when I had my first crisis. 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