Epilepsy support group expands to South

THE Epilepsy Awareness SA non-profit organisation (NPO) focuses on offering talks at schools but they also offer corporate presentations. Although there are many support groups in the North, they are now expanding to the South.

The presentations are centered on employees and employers seeking to educate them on what it is like to live with a disability in a work environment. The support group in the South will work in association with the South African Depression and Anxiety Group (SADAG) and welcomes anyone with anxiety, depression, bipolar and epilepsy to attend.

The basic message is for people to understand what epilepsy is. It explains what first aid to administer and what it is like for people living with epilepsy.

Linda Dias Menezes, Epilepsy Awareness SA Co-Founder, spoke to the COURIER and explained some misconceptions and myths surrounding epilepsy:

· Epilepsy is due to a curse on the family and so the person deserves it because either they or a family member did something wrong.

· Epilepsy is a form of ‘possession’.

· During a seizure a person can swallow his or her tongue.

READ: Epilepsy Awareness SA hosts talk at Deutsche Internationale Schule

In line with the theme of this year’s National Epilepsy Week – Bringing epilepsy out of the shadows – disability equity solutions company, Progression Transformation Enablers (Progression), is committed to shedding light on epilepsy and encouraging acceptance and understanding among South Africans.

Epilepsy is a common condition that affects the brain and nervous system. It has been estimated that approximately one in every 100 South Africans will suffer from epilepsy at some point in their lifetime. This means that having someone who suffers from epilepsy as one of your employees or colleagues, is a realistic probability and reinforces the importance of growing your knowledge regarding epilepsy and its impact in the workplace.

Justene Smith, a disability expert at Progression, confirmed that National Epilepsy Week fell between June 21 and 27.

“We believe that being aware of and supporting people who live with epilepsy and other disabilities is an important, and often overlooked, responsibility of all South African citizens. And it starts with education,” said Smith.

A Progression employee, Janet Jones (not her real name), who was diagnosed with epilepsy in 1999, provides some insight on the condition.

She said; “Employers need to know how to deal with a situation when a person has had a seizure or is having a seizure. Because a person loses control of his or her body when experiencing a seizure, injuries may be incurred through falling or biting of the tongue. It is important that a first aid kit is available and maintained. Having a first aid officer who has received relevant training in dealing with seizures, is also essential. Employers need to know who the employee’s support system is. In my case, if I suffer a seizure, my manager knows that my mother needs to be contacted as she can then provide instructions on what needs to be done.”

She went on to confirm that procedures were, indeed, very industry specific. If, for example, she was working in the mining industry, there would be various limitations on the tasks and activities she would be permitted to undertake.

WATCH: Health Talk, Epilepsy: 24 June 2017: 

“The Mine Health and Safety Act states that a person who has epilepsy can’t work in confined spaces or at heights and thus provides some limitations. However, in the industry and training role I am currently in, there are no limitations regarding what I can and can’t do,” she said.

Jones stressed the importance of employers allowing employees with epilepsy to visit their specialist or have tests done. The employee’s specialist may be very busy and only have appointments in the morning, therefore employers need to be lenient in allowing the employee time to consult his or her doctor when necessary.

Smith provides us with more information saying that a person is not legally required to disclose whether he or she has a disability such as epilepsy, as it is a personal choice. An employer can include questions, however, relating to epilepsy in a risk assessment, which needs to be conducted in certain roles and industries.

“If people choose to disclose the fact that they do have epilepsy at the beginning of the recruitment process, you can ask them if there are any specific things that they need with regards to reasonable accommodation, and if there are any known triggers for their epilepsy. This information will aid the employer in ensuring the person is integrated into the workplace successfully. It also helps employers to make important decisions such as deciding what the most suitable environment for the person may be,” she said.

Epilepsy South Africa can be contacted via email at info@epilepsy.org.za or you can visit their website at www.epilepsy.org.za/ for more information on the support groups starting in the South.

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