The success of an inclusion policy is also linked to the managerial practices actually implemented. Recruitment practices must be adapted to enable people with epilepsy to gain access to employment.

Key steps for an inclusive recruitment
Inclusive recruitment is essential for creating a workplace that values diversity and provides equal opportunities for all candidates, including those with epilepsy. The stigma associated with epilepsy makes it difficult for PwE to find employment. Here are key steps and considerations for achieving inclusive recruitment.

  • Pre-hire assessment and disclosure : potential hires must be informed about the organization’s support for epilepsy. This transparency helps candidates understand the company’s commitment to inclusivity. Recruiters encourage open discussion and ensure candidates know their rights and the available support, fostering a safe environment where they can discuss their condition without fear of discrimination.
  • Inclusive Job Descriptions use inclusive language in job postings and emphasize the company’s commitment to diversity. They avoid jargon and unnecessary requirements that might deter qualified candidates from diverse backgrounds.
  • Partnerships and job boards are very useful. Create collaborations with organizations, universities and professional groups that support underrepresented communities, participate in diversity-focused career fairs and networking events, utilize diverse job boards and to social media platforms allows you to reach a wide range of candidates.
  • Implementing blind hiring practices, such as anonymized resumes, to remove identifying information from resumes, reduces unconscious bias. The assessment of candidates should focus on their skills and qualifications rather than their personal characteristics. Recruiters must be trained on unconscious bias, cultural competency and inclusive hiring practices. This helps interviewers focus on candidates’ abilities and potential rather than stereotypes. Standardizing interview questions helps to better ensure consistency and fairness. Recruiters can also use various interview panels that provide multiple perspectives during the assessment process.
  • Offering Internships and Apprenticeships programs makes it possible to better understand skills and gradually integrate candidates further from employment.
  • Onboarding programs are essential to best integrate new hires and allow them to adapt to their work environment. Mentoring and support networks for new recruits and the development of professional training programs are all very useful means of facilitating the integration of people with epilepsy.

Exercise :

Now it’s your turn!
Write a 150-word Diversity and Inclusion Workplace Policy for a job ad. 

 

 

 

 

 

 

 

Changing day-to-day management practices to fully implement a policy of inclusion also involves inclusive management. 
The importance of an inclusive manager in fostering an environment where people with epilepsy can thrive cannot be overstated. Such a manager embodies key characteristics that create a supportive, accommodating, and stress-limiting workplace, crucial for the well-being and productivity of employees with epilepsy.

An inclusive manager demonstrates empathy towards employees and their unique challenges, taking the time to understand the needs and experiences of those with epilepsy. This empathy forms the foundation of trust and support that empowers employees to succeed.
Encouraging open dialogue about health conditions and accommodations without fear of stigma is vital. Inclusive managers create safe spaces for employees to discuss their needs and concerns, ensuring they feel heard and respected.

Inclusive managers are committed to educating themselves about epilepsy and other conditions that might affect employees. Staying informed about best practices for managing and supporting employees with disabilities ensures that the manager can provide the best possible support.
Ensuring that all employees are treated equitably in terms of opportunities, compensation, and recognition is crucial. Inclusive managers avoid making assumptions about an employee’s capabilities based on their condition, focusing instead on their strengths and contributions.

To create a truly inclusive environment, it is also important to acknowledge the impact of stress on epilepsy. Implementing stress management strategies and ensuring reasonable work hours can help prevent seizures. Tailoring work arrangements, such as flexible deadlines and workload reviews, can minimize stress and seizure risks. By integrating these practices, an inclusive manager ensures that employees with epilepsy are supported in managing their condition effectively and has the opportunity to succeed.

Reflective exercise

Imagine what disastrous managerial practices would be like for a PwE, and what the consequences would be for him and the other members of his team.