1.2.

Employability, disability and legislation

Employment plays an important role in individuals lives. Not only does it create
financial independence, social participation and positive self-esteem, it also allows
individuals to promote personal status and identity and construction of a social
network outside the family (Ronald & Collin, 2005).
The concept of employability has no single universally accepted definition. A simple
definition of employability is the quality of being employable. More broadly, it can
be conceptualised as gaining, sustaining and progressing in employment (Ronald &
Collin, 2005).
For the individual, employability depends on: the knowledge and skills they posess,
and their attitudes; the way personal attributes are presented in the labour market;
the environmental and social context within which work is sought; and the economic
context within which work is sought (Partnership, 2009).
Disabilities is an umbrella term, covering impairments, activity limitations, and
participation restrictions. An impairment is a problem in body function or structure;
an activity limitation is a difficulty encountered by an individual in executing a task
or action; while a participation restriction is a problem experienced by an individual
in involvement in life situations (WHO, 2014).
According to World health organisation almost all jobs can be performed by
someone with a disability, and given the right environment, most people with
disabilities can be productive.
People with disabilities have been among the most economically, disadvantaged
politically marginalized, and least visible members of society (O'Reilly, 2007).
People with disabilities are disadvantaged in employment sustainability. A reason for
that could be a lack of education, training or financial resources. Also workplace and
employers perception of disability could play a part.
Stigma and misinformation about mental disabilities is a third significant barrier to
employment.
Many employers underestimate the ability of those that are
disabled, or fear unpredictable behaviour.
Mental health organizations
1.2.1. The Netherlands
The aim of GGZ (biggest mental health organization) Nederland and its member
organisations is to ensure the availability of high quality, accessible, affordable and
sustainable mental health care
Two innovative practices deserve special attention, therefor two 2-page factsheets
on eMental Health and Transparency are avalible. (GGZNEDERLAND, 2015).
1.2.2. Slovenia
The Mental health area was neglected for a long time in Slovenia. Current efforts on
the promotion and protection of mental health are directed at strengthening,
preservation and improvement of
mental health. That includes promotion,
prevention, treatment, rehabilitation and long-term care.
In Slovenia, safety and health at work is the responsibility of the Ministry of Labour,
Family, Social Affairs and Equal Opportunities, and the Ministry of Health. These two
ministries monitor and assess the situation in the area mentioned above and on this

basis draw up regulations and solutions for the standardised regulation of safety
and health at work (Ministrstvo za delo, n.d.).
1.2.3. Belgium
Most of the Belgian mental health organizations cooperate with the Belgium Safe
Work Information Center (BeSWIC). This center groups information about health,
safety and welfare at work.
The European Agency for Safety and Health at Work provides information on how to
improve mental health promotion from a global approach to strengthen and
promote the health, safety and welfare of workers at work (FOD, n.d.)