{"id":18141,"date":"2026-10-13T09:54:44","date_gmt":"2026-10-13T07:54:44","guid":{"rendered":"https:\/\/alaturidevoi.ro\/?p=18141"},"modified":"2026-10-13T12:43:17","modified_gmt":"2026-10-13T10:43:17","slug":"changing-attitudes-is-changing-outcomes-for-employment-measures","status":"publish","type":"post","link":"https:\/\/alaturidevoi.ro\/en\/changing-attitudes-is-changing-outcomes-for-employment-measures\/","title":{"rendered":"Changing Attitudes is Changing Outcomes for Employment Measures"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">On 29 September 2026, <strong>Andrea Schouw-Naphegyi<\/strong>, independent expert on disability rights, inclusion and social innovation, delivered a speech on <strong>how changing attitudes can improve employment opportunities and outcomes for persons with disabilities<\/strong> at the <a href=\"https:\/\/socialinnovationplus.eu\/event\/mutual-learning-event-for-beneficiaries-of-the-call-implementing-the-disability-employment-package-innovative-approaches-to-improve-labour-market-outcomes-fo\/\">Mutual Learning Event<\/a> in Amsterdam.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We are grateful to Andrea for kindly sharing her speech with us. <strong>Her reflections offer a valuable perspective on the barriers to employment for persons with disabilities, one that deserves wider attention.<\/strong> <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We are pleased to publish her speech in full below, hoping it will inspire further reflection and action.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p class=\"wp-block-paragraph\">&#8220;I would like to use this opportunity to tell you a few stories. They are different stories, but they all come back to one question: Whose knowledge do we take seriously when we try to improve employment outcomes for persons with disabilities?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We usually talk about legislation. Employment services. Employers. Financial incentives. Reasonable accommodation. Support measures. All of these matter.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">But when we start implementing the Disability Employment Package, there is another source of knowledge we cannot afford to overlook: the knowledge of the people whose employment outcomes we are trying to improve.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Persons with lived experience. And, in some cases, persons with lived expertise. For me, there is a difference. Lived experience is the knowledge you gain because you live with disability yourself. Lived expertise develops when you combine that experience with reflection, professional knowledge and the ability to translate it into practice. I belong to that second category. I live with disability myself, and I have worked for many years on disability rights, inclusion, employment policy and social innovation. So today I am speaking from both perspectives.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At the moment, <strong>I am carrying out research for Eurofound on dismissal protection for persons with disabilities<\/strong>. The working paper will be published towards the end of this year. <strong>Across all 27 EU Member States, I am mapping the legal framework. <\/strong>To understand how these rules are implemented in practice, I am doing in-depth analyses in four countries: Germany, Denmark, the Netherlands and Romania.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">I interview public authorities, employers, disability organisations and other stakeholders. And I also speak with persons with disabilities themselves. Because a system can look perfectly reasonable on paper and still produce a different outcome in somebody\u2019s life.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Let me tell you about Dani\u00eblle. Dani\u00eblle lives in the Netherlands. She has the same rare condition that I have: Stiff Person Syndrome. She was already participating in the labour market. She wanted to keep working after receiving her diagnosis. But when her disability started affecting the way in which she could perform her job, the discussion focused mainly on whether she could continue to meet the existing requirements of that job. There was much less attention to another question: What could the employer change so that Dani\u00eblle can continue to contribute? Could tasks be adapted? Could working hours be organised differently? Could the job itself be organised differently?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That is where reasonable accommodation comes in. And reasonable accommodation is not a favour. It is a right. I wrote the European Commission\u2019s <em>Guidelines on Reasonable Accommodation at Work<\/em> to help employers translate this right into practical workplace solutions. For an employer, this can mean adjusting working hours, redistributing tasks, allowing hybrid work, providing assistive technology, making communication accessible, or organising support differently. But sometimes it starts much more simply: taking the time to understand what enables someone to do their work well. You cannot identify the right accommodation without listening to the person concerned. They hold knowledge you need. In Dani\u00eblle\u2019s case, that conversation did not really take place.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Today, she is no longer participating in the labour market and has been classified as unable to work. So I keep coming back to one question: Was that outcome inevitable? Or could another conversation, another attitude and another way of organising work have produced a different outcome? This brings me to my own story.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">As I have mentioned it, I have the same condition as Dani\u00eblle. It is a rare, one in a million autoimmune neurological condition. I was diagnosed in 2015, after eight years of unexplained symptoms. By then, walking had become increasingly difficult. But I did not want to give up my professional life. Before I even had my final diagnosis, I joined a Dutch programme designed to connect employers with persons with disabilities. They organised Meet &amp; Greet sessions. I still remember arriving at one of them on my tricycle. Walking between the chairs and tables was difficult. I was tense.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Then I had to sit down with employers and explain who I was. Of course, we talked about my professional background. But we also had to talk about my disability. At that point, I could describe the symptoms, but I could not explain them. As a result of that Meet &amp; Greet, I got a job at a well-known Dutch consultancy firm. On paper, you could say: Success! An employment measure had worked. A person with a disability had re-entered employment. But getting through the door is not the same as being included once you are inside.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">From the first day, I had the feeling that I had a label on my forehead: You are employed because you have a disability. Not because of my knowledge. Not because of my professional experience. Not because I had already worked on human rights, discrimination and European policy. But because the organisation needed to employ someone like me. In my book<em>, One in a Million \u2013 When Mind, Body and Soul Play as a Team<\/em>, I describe the message I experienced very directly: \u201cYou are here because you have to be.\u201d That feeling stayed with me.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Because there is a big difference between opening the door for someone \u2013 and actually seeing the person who walks or rolls through it. After three months, I had an evaluation meeting with my manager. I told him: I will finish my one-year contract, but afterwards I am leaving. His answer was: \u201cI think that\u2019s a very good idea.\u201d And he did not ask why. Imagine if he had.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">He did not ask: Why do you want to leave? What is happening? What are we missing? What could we do differently? Later, when the possibility of a permanent contract was discussed, another word entered the conversation: risk. In the Netherlands, employers may have to continue paying wages for up to two years when an employee becomes ill. And I was described as a financial risk. That experience also taught me how strongly perceptions of risk can influence employment decisions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">I do not tell you this because I want you to feel sorry for me. Don\u2019t! This is actually an important part of my message: show empathy, not pity. I have experienced both. When somebody looks at me with pity, I often feel that they are imagining my miserable fate. They imagine themselves in a wheelchair and everything they would have to give up. Suddenly they no longer see me as an equal person. They see what I cannot do. But empathy is different. Empathy says: Yes, you may need support. But you are here. You participate. You work. You travel. You enjoy your life. What do you need to make that possible?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">I spoke about this distinction after the publication of the Hungarian edition of my book in 2024, when I was interviewed by the Romanian public television, Hungarian Department \u2013 actually by my former employer in Cluj. And underneath this distinction between pity and empathy is something even more fundamental: we are of equal value. A person who needs support is not worth less. A person who uses a wheelchair is not worth less. And needing an assistive device does not make someone less independent. Very often, it is exactly what makes independence possible.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That matters enormously in employment. Because pity can lower expectations. And lower expectations can become a barrier in themselves.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">There is another lesson I learned long before I started thinking about employment policy in this way. I learned it in healthcare. For eight years, different specialists looked at different parts of me. The neurologist looked at epilepsy. The internist looked at diabetes. The physiotherapist looked at my movement. Each of them held a piece of knowledge. But I kept thinking and saying: I am a whole person. These things are connected.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Eventually, a childhood friend and I found the possible diagnosis ourselves, and the diagnosis was later confirmed. What I learned from that experience is that professional expertise is essential. But no professional owns the whole picture. And employment systems can make exactly the same mistake. Employers know part of it. Public employment services know part of it. Researchers and policymakers know part of it.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Persons with disabilities hold another part of the knowledge \u2013 one that none of those actors can replace. That does not mean lived experience is automatically right. It means it is indispensable. If your project aims to improve labour market outcomes for persons with disabilities, you need that knowledge to understand the reality you are trying to change.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Now let me return to my former manager at the consultancy firm. Ten years after that difficult year, I decided to contact him again. This time for my Eurofound research. Not as his employee. As a researcher. And I found the conversation fascinating, because his language had changed. Today, when he talks about employing persons with disabilities, he talks about talents, possibilities, job carving. He asks: What is this person good at? How can we organise the work around that? He gave me the example of an employee on the autism spectrum. She finds it difficult to work in a busy open-plan office, but she is exceptionally good at organising large and complex schedules. So that is precisely what she does, largely from home.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">His central message during our interview was simple: <strong><em>Shift the focus away from what a person cannot do towards what that person can contribute. <\/em><\/strong>The employer was the same. His attitude had changed. That is attitude change. Not a new law. Not a new subsidy. Not a new employment measure. A different way of looking. And that different way of looking changes what becomes possible.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">So let me come back to your projects. Your projects are very different \u2013 from supported employment and reasonable accommodation to sensory-friendly workplaces, inclusive tourism and digital tools \u2013 but they all face the same underlying question: whose knowledge shapes implementation? Many of your projects already include co-design, user-led approaches or direct involvement of persons with disabilities. My challenge to you is to make sure that their knowledge continues to shape the project throughout implementation \u2013 not only at the beginning, and not only when you need feedback. Use lived experience throughout the project. And where possible, use lived expertise. Involve persons with disabilities in design, implementation, governance and evaluation \u2013 and in deciding what needs to change when something does not work. Not because you need to demonstrate participation. But because you need their knowledge to implement the Disability Employment Package well.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">And I would make the same request to employers. <strong>Do not begin with: Can this person fit our job? Begin with: What can this person contribute? What creates barriers? And what can we change?<\/strong> <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If you really want to understand accessibility and inclusion, don&#8217;t only ask Human Resources. Don&#8217;t only look at an accessibility checklist. Spend time with the employee. Walk through a normal working day together. How does the person enter the building? How do digital systems work? What happens during meetings? How is information shared? What happens when circumstances suddenly change? Not because you are studying the employee with a disability. But because you are trying to understand the environment in which both of you are working. You may discover physical barriers. Digital barriers. Organisational barriers. But perhaps the most difficult barriers to discover are social ones: our assumptions, our expectations, our fear of risk, our idea of what a \u2018normal employee\u2019 should look like.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At the end of that television interview in 2024, I was asked to look back on the seventeen years since my first symptoms appeared. And I said something I had never formulated quite like that before: I am glad that I did not give up. Not because disability disappeared. It did not. Not because every barrier disappeared. They did not. But because I kept looking for ways to participate. To work. To travel. To be with friends. To go into nature. To live my life. Today I am self-employed. That gives me the freedom to organise my work around what I can do. My disability has not disappeared. But the way my work is organised has changed \u2013 and that changes the outcome.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employment measures can open a door. Reasonable accommodation can help somebody remain inside. But neither is enough if we continue to look at disability before we look at the person. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For me, changing attitudes starts with changing whose knowledge we take seriously. So before you present your projects today, I would like to leave you with a few questions. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When you implement your project: Who will tell you what the real barriers are? <br>When you develop a solution: Whose knowledge will shape it? <br>When something does not work: Who will you listen to? <br>And when your project is finished: Will persons with disabilities only have participated in your project \u2013 or will their knowledge actually have changed the way your project works?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That is the question I hope you will carry with you during this kick-off meeting \u2013 and during the implementation of your projects.&#8221;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Andrea shared with us this speech and <\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>On 29 September 2026, Andrea Schouw-Naphegyi, independent expert on disability rights, inclusion and social innovation, delivered a speech on how changing attitudes can improve employment opportunities and outcomes for persons with disabilities at the Mutual Learning Event in Amsterdam. We are grateful to Andrea for kindly sharing her speech with us. Her reflections offer a<\/p>\n","protected":false},"author":4,"featured_media":18142,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[67],"tags":[],"class_list":["post-18141","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.2 (Yoast SEO v28.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Changing Attitudes is Changing Outcomes for Employment Measures - Close to You Foundation<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/alaturidevoi.ro\/en\/changing-attitudes-is-changing-outcomes-for-employment-measures\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Changing Attitudes is Changing Outcomes for Employment Measures\" \/>\n<meta property=\"og:description\" content=\"On 29 September 2026, Andrea Schouw-Naphegyi, independent expert on disability rights, inclusion and social innovation, delivered a speech on how changing attitudes can improve employment opportunities and outcomes for persons with disabilities at the Mutual Learning Event in Amsterdam. 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Her reflections offer a\" \/>\n<meta property=\"og:url\" content=\"https:\/\/alaturidevoi.ro\/en\/changing-attitudes-is-changing-outcomes-for-employment-measures\/\" \/>\n<meta property=\"og:site_name\" content=\"Close to You Foundation\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/FundatiaAlaturiDeVoiRomania\/\" \/>\n<meta property=\"article:published_time\" content=\"2026-10-13T07:54:44+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-10-13T10:43:17+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/alaturidevoi.ro\/wp-content\/uploads\/2026\/10\/Andreea-Naphegyi_Speech-29-Sept-2026-scaled.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2560\" \/>\n\t<meta property=\"og:image:height\" content=\"1707\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Vasiliu Elena\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@advromania\" \/>\n<meta name=\"twitter:site\" content=\"@advromania\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Vasiliu Elena\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"13 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/alaturidevoi.ro\\\/en\\\/changing-attitudes-is-changing-outcomes-for-employment-measures\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/alaturidevoi.ro\\\/en\\\/changing-attitudes-is-changing-outcomes-for-employment-measures\\\/\"},\"author\":{\"name\":\"Vasiliu Elena\",\"@id\":\"https:\\\/\\\/alaturidevoi.ro\\\/en\\\/#\\\/schema\\\/person\\\/2646e42d13631d2591ea454e53c67ee9\"},\"headline\":\"Changing Attitudes is Changing Outcomes for Employment Measures\",\"datePublished\":\"2026-10-13T07:54:44+00:00\",\"dateModified\":\"2026-10-13T10:43:17+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/alaturidevoi.ro\\\/en\\\/changing-attitudes-is-changing-outcomes-for-employment-measures\\\/\"},\"wordCount\":2270,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/alaturidevoi.ro\\\/en\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/alaturidevoi.ro\\\/en\\\/changing-attitudes-is-changing-outcomes-for-employment-measures\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/alaturidevoi.ro\\\/wp-content\\\/uploads\\\/2026\\\/10\\\/Andreea-Naphegyi_Speech-29-Sept-2026-scaled.jpg\",\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/alaturidevoi.ro\\\/en\\\/changing-attitudes-is-changing-outcomes-for-employment-measures\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/alaturidevoi.ro\\\/en\\\/changing-attitudes-is-changing-outcomes-for-employment-measures\\\/\",\"url\":\"https:\\\/\\\/alaturidevoi.ro\\\/en\\\/changing-attitudes-is-changing-outcomes-for-employment-measures\\\/\",\"name\":\"Changing Attitudes is Changing Outcomes for Employment Measures - 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We are grateful to Andrea for kindly sharing her speech with us. 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