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This scandal shows there are many who don’t expect us to live rich lives – and that paternalism lives on in disability servicesDisabled people in UK need right to travel abroad, say MPs, after...
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A systematic review finds people with narcolepsy and idiopathic hypersomnia often stay employed but face work impairment and limited workplace support.
Smart glasses are moving rapidly from novelty to widespread use. Devices that look like ordinary prescription eyewear can take photographs, record video and audio, livestream content, connect to...
Survey links doctors’ and nurses’ working conditions to mental health across Europe bioengineer.org
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A major confidence gap is holding Irish employers back from hiring more neurodivergent people and people with disabilities, according to new research commissioned by leading social enterprise NOW...
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A sweeping update to Germany's disability law, effective July 30, 2026, is changing how hundreds of thousands of workers with severe disabilities navigate their jobs, job applications, and tax...
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The 2026 Neurodiversity in Business Report, produced by Birkbeck, University of London in partnership with Neurodiversity in Business (NiB), draws on data from 428 neurodivergent employees, 122 neurodivergent entrepreneurs, and 55 employer representatives. The headline finding: 85% of employers report rising demand for neurodiversity support, but only 38% say they have sufficient resources. Neurodivergent entrepreneurs reported better use of strengths like creativity and innovation, with fewer difficulties around workplace politics and sensory overwhelm — suggesting autonomy and flexibility unlock capability that conventional work design suppresses. The report introduces the concept of 'neurodiversity gain': designing inclusive workplaces benefits all employees. It also flags return-to-office mandates as a major talent risk, causing significant job reconsideration among neurodivergent workers. Written by Dr Nancy Doyle for Forbes, this is essential reading for European employers building neuroinclusive strategies.
Disability:IN's 2026 Disability Equality Index, published 27 July 2026, benchmarked 627 submissions from 421 organisations across 45 countries — nearly six times last year's global reach — revealing strong progress on some fronts but persistent governance gaps. On accessibility and benefits, coverage is near-universal: 99% of assessed firms provide mental health and wellbeing benefits beyond legal minimums, 98% offer flexible or remote work accommodations, and 97% provide long-term disability income protection. Yet leadership visibility remains strikingly low: only 6% of participating organisations have board members who openly identify as having a disability, and just 25% include disability in governance or board demographic reports. Only 28% mention disability in corporate governance charters. CEO Jill Houghton described the results as evidence that disability inclusion is entering a new era — shifting from tick-box programmes toward embedding inclusion in core governance and systems. For European employers, the index serves both as a benchmark and a checklist: strong policy infrastructure exists in most large organisations, but board-level accountability and transparent reporting remain the frontier. The index methodology uses 76 yes/no questions across nine categories and six proficiency tiers.
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Continuer sans accepter → **Pour France Télévisions, le respect de votre vie privée est une priorité** France Télévisions, sa régie publicitaire France Télévision Publicités, Radio France et ses [126...
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