Isabelle Zinn and Nathalie Neeser, Berner Fachhochschule

Demographic (trends in) aging have led to an increase in the proportion of older (50+) workers in European labor markets (OFS 2021). As the workforce continues to age, more women than ever will be employed during their menopausal transition, often in strategic sectors such as healthcare, social work, education, and retail (Hickey et al. 2017).
Data suggests that 80% of women experience at least some perimenopausal symptoms and that these are severe for 20% of them. Menopause is thus a key dimension of ‘gendered aging’, that intersects with women’s health, well-being, employment patterns, and career opportunities in the later stages of their working lives.

Our on-going SNF funded study «Health & Ageing at Work (HAWK): A Study of Menopause in Switzerland» investigates women’s experiences of ageing at work in Switzerland and suggests that older (45+) women are potentially perceived as deviating from the ‘ideal worker’ norm – a committed, healthy, productive individual, unencumbered by bodily needs or care commitments (Steffan and Loretto 2024).

As employers are invited to develop policies to support women through the menopause transition, we analyze the ambivalence of requiring women to declare their personal menopausal status or symptoms at work. As an institutionally embedded experience, the menopause transition can render women particularly vulnerable to discrimination and exclusionary practices, and this risk must be considered before the gender equality implications of the menopause transition are placed on the organizational policy agenda.

HAWK employs a mixed-methods design, combining ethnographic observations, interviews, and a questionnaire. In this presentation, we will outline the project and present preliminary findings from interviews with working women who report difficulties associated with perimenopausal symptoms.

Moleboheng Mamolefi Phiri, University of Pretoria

In a digital era, technology has brought both positives and negatives. The more technology advances, the bigger the challenges become, especially around abuse, digital rights, and gender issues. One growing challenge is Technology Facilitated Gender-Based Violence (TFGBV), defined by UN Women as a form of violence directed to a certain gender, particularly women, through means of technology such as email, social media, and online forums. TFGBV reflects broader societal misogyny, undermining women’s rights and delaying progress toward Sustainable Development Goal 5 (Gender Equality). Women in public life such as journalists, human rights defenders, and politicians are affected by TFGBV. This form of violence often escalates from online to offline, leading to serious mental health impacts, reduced participation in professional and civic life, and, in some cases, complete withdrawal from digital spaces.

The issue is exacerbated by post-pandemic shifts in work, where reliance on digital platforms and remote arrangements, including online advocacy, exposes women to heightened abuse. Perpetrators frequently operate anonymously, and the viral nature of digital content multiplies the harm. This paper adopts a literature-based analytical methodology, applying a feminist digital ethics lens to support and protect women’s rights online and psychosocial theory to interpret the emotional and psychological toll of TFGBV on women’s professional participation.

The analysis is informed by international literature on TFGBV, including publications from the United Nations, peer-reviewed journals such as Women’s Studies International Forum, the Institute for Women, Peace and Security, as well as legislative frameworks that provide the foundation to analyse TFGBV across socioeconomic contexts. It also integrates the author’s experience delivering training on TFGBV awareness modules for practitioners and within higher education across Africa, Europe, and North America. To conclude, it is recommended that we advocate for gender-sensitive digital safety tools, stronger legal frameworks, and workplace policies that address TFGBV.  

Bharati Sethi

Delia Ferri

Article 27 of the United Nations Convention on the Rights of Persons with Disabilities (CRPD) requires the inclusion and equal access of persons with disabilities to the labor market. However, sheltered workshops are still quite widespread and they are often used as key tool to support labor rights of people with intellectual or psychosocial disabilities. Scholarship has focused on the limitations of sheltered work from a human rights perspective, and highlighted how it is often a smokescreen for segregation and unpaid work.

While, in some instances, sheltered work has proven an important site of service provision and occupational rehabilitation for people with disabilities as well as an opportunity for social inclusion, in many cases it has conversely favoured exploitation and exclusion from society. In that regard, often sheltered workshops connect to institutionalisation practices, which are in breach of the CRPD. Notably Article 27 does not overtly ban sheltered work but requires States Parties to create a ‘labour market and work environment that is open, inclusive and accessible to persons with disabilities’. The CRPD Committee has indicated that  segregated employment practices cannot be considered as a measure of progressive realization of the right to work. Against this background and on foot of existing interdisciplinary scholarship, this presentation discusses the CRPD approach to sheltered work, taking into account the jurisprudence of the CRPD Committee, and highlights remaining challenges in moving away from consolidated working practices that are in contrast with the CRPD principles.

Sarah Richard, Audencia Business School

In France, persons with disabilities continue to face major barriers to accessing and sustaining employment (DARES, 2023), despite growing international recognition of the right to inclusion, notably through the United Nations’ Sustainable Development Goals (UN, 2022). Within this context, Établissements et Services d’Accompagnement par le Travail (ESAT) occupy a paradoxical position. Designed as part of the sheltered employment sector, ESAT are intended to provide adapted work environments for individuals deemed unfit for the “ordinary” labor market, while officially presenting themselves as a springboard towards it (Décret n° 2022-1561). Their legitimacy, however, is contested. The United Nations has criticized France for maintaining such segregated institutions, arguing this contravenes the UN Convention on the Rights of Persons with Disabilities (2006).

In management scholarship, too, ESAT are interpreted ambivalently: some highlight their adaptive and inclusive practices (Richard et al., 2021; Jaujard et al., 2022), whereas others underscore their role in sustaining marginalization, “benevolent segregation” (Hein & Ansari, 2022), or conventional productivist logics (Bend & Priola, 2021). This tension reflects a deeper conceptual divide between societal inclusion—defined by the UN as the right to participate freely in the open labor market (Article 27)—and organizational inclusion, which emphasizes equitable treatment, belonging, and participation in decision-making within organizational boundaries (Shore et al., 2018; Nishii, 2013). ESAT exemplify the paradox: they often implement inclusive practices internally (Dubruc et al., 2025) while existing in a broader societal framework that remains exclusionary. Our research explores how ESAT articulate these two dimensions of inclusion.

We contribute to inclusion studies by distinguishing between organizational and societal levels and showing the importance of their articulation for systemic perspectives on inclusion (Randel, 2023). We further advance disability studies by revealing the contradictory outcomes of sheltered employment: simultaneously creating opportunities for inclusion and reproducing new forms of segregation (Boudinet, 2021; Richard & Lemaire, 2023).

Yi-Chun Chou, Soochow University

Since Taiwan incorporated the CRPD into domestic law in 2014, sheltered workshops have faced strong pressure to be phased out, as reflected in two rounds of Concluding Observations from international reviews. Two main policy options have been proposed: transforming sheltered workshops into inclusive workplaces, or gradually transferring workers with disabilities into open employment.

In either case, ensuring the right to reasonable accommodation in regular workplaces is crucial for increasing employment opportunities. Despite the CRPD’s incorporation, Taiwan has not enacted anti-discrimination legislation that defines the absence of reasonable accommodation as discrimination. Instead, the government has relied on non-binding guidelines. Drawing on a Ministry of Labor–funded project, this study interviewed 30 participants, including employers, persons with intellectual disabilities, and employment service providers, to explore both accommodation needs and the legal challenges involved. Findings indicate that although some measures resembling reasonable accommodation exist, their scope is limited and largely dependent on employers’ goodwill. Employment service providers are constrained in advising employers, while workers with intellectual disabilities often lack confidence and legal grounds to request accommodations. The absence of a legal obligation and sanctions for non-compliance creates significant barriers to open employment and restricts the transition from sheltered workshops to inclusive workplaces.

Pamela Hopwood, University of Waterloo

Personal Support Workers (PSWs) in homecare visit clients in private homes and are exposed to a myriad of workplace violence and harassment in their jobs. As part of a larger mixed-methods project on workplace violence and harassment in homecare we conducted a qualitative review of reports along with interviews examining Type II workplace violence and harassment perpetrated by clients or others.

The site for our study was a large home care organization in the Greater Toronto Area of Ontario, Canada. We reviewed workers’ reports of workplace violence and harassment submitted via smartphone application, and conducted semi-structured, in-depth interviews with PSWs and supervisors to complement the larger project. Using thematic analysis our team found verbal harassment, racism, and physical incidents were common experiences for PSWs. Situations often arose from client behaviours associated with their illnesses, which posed moral challenges for PSWs in reporting violence; they were often reluctant to report behaviours related to client diagnosis.

Overall, PSWs felt experiences of workplace violence and harassment were a regular part of their jobs but recognized the importance of reporting severe instances. Many were comfortable using the smartphone application but trust about reporting and response remained tenuous for some. Managing this issue with a complex patient population is an ongoing challenge faced by organisations. Encouraging PSW reporting of all workplace violence and harassment and a focus on supportive responses is important for incidents of workplace violence and harassment to ensure PSWs’ occupational health and safety.

Dörte Resch, Hochschule für Angewandte Psychologie FHNW

Angesichts des Fachkräftemangel im Pflegebereich gewinnt das sogenannte Professionsbranding an Relevanz. Dieses verfolgt das Ziel, den Pflegeberuf als attraktive Berufswahl zu positionieren, um qualifiziertes Personal für den Beruf zu gewinnen und langfristig zu binden (Resch & Weber, 2022). Laut Maroko und Uncles (2008) basiert wirksames Branding auf drei Faktoren: Erstens auf der Bekanntheit des Berufs, zweitens auf der Relevanz für die Zielgruppe und drittens auf einer klaren Differenzierung durch positive Merkmale, die den Beruf von anderen abheben. Während die Bekanntheit des Pflegeberufs durch zahlreiche Kampagnen gegeben ist, besteht bei der Vermittlung attraktiver Aspekte, die für beide Geschlechter relevant sind, Verbesserungspo-tenzial. Viele Kampagnen reagieren auf die weiblich konnotierte Berufswahrnehmung mit einer überbetonten Darstellung stereotyp männlicher Eigenschaften («Man enough to be a nurse?»).

Studien zeigen jedoch, dass dies die wahrgenommene Inkongruenz zwischen Männlichkeitsnormen und Pflegeberuf verstärken kann, mit dem Ergebnis, dass sich Männer weniger angesprochen fühlen (Clow et al., 2015). Ein weiteres Defizit liegt in der fehlenden Differenzierung: Was macht den Pflegeberuf im Vergleich zu anderen attraktiv? Diese Frage lässt sich nur auf Grundlage eines fundierten Verständnisses des Berufsalltags beantworten – ein Wissen, das externen Werbeagenturen oft fehlt, wodurch die Gefahr besteht, dass auch sie auf stereotype Darstellungen zurückgreifen.

Vor diesem Hintergrund wurden 17 Interviews mit Pflegenden (6 Männer, 11 Frauen) geführt. Die Ergebnisse zeigen, dass der Pflegeberuf häufig auf Körperpflege und Hilfstätigkeiten reduziert wird und dadurch unattraktiv wirkt. Demgegenüber betonten die Interviewten folgende Aspekte, die in zukünftigen Brandingmassnahmen sichtbar gemacht werden sollten: a) Vielfalt und Dynamik des Berufs, b) fachlich anspruchsvolle, interessante Aufgaben mit hoher Eigenverantwortung, c) Sinnhaftigkeit und Erfüllung, d) bereichernde interprofessionelle Zusammenarbeit, e) vielfältige Weiterbildungs- und Aufstiegsmöglichkeiten. Die Präsentation verbindet diese Merkmale mit Erkenntnissen zum geschlechterintegrativen Branding und zeigt auf, wie neue Zielgruppen authentisch angesprochen werden können.

Dina Bite, Rīga Stradiņš University

As sustainability becomes an institutional priority in European public sectors, hospitals in Latvia are increasingly expected to implement green transition policies aligned with EU environmental standards. However, most Latvian hospitals are still at a relatively early stage of this process, where environmental objectives are emerging but not yet fully embedded in organizational routines, infrastructure, or professional cultures. While policy and funding initiatives are beginning to promote ecological responsibility, practical implementation often remains fragmented, experimental, or symbolic.

This paper explores how the green transition is reshaping the nature of work in Latvian hospitals, focusing on how sustainability agendas are integrated into professional practices, responsibilities, and institutional expectations. Based on more than 40 individual and group interviews with hospital administrators and healthcare workers across Latvia (4 public hospitals on national and regional level), the study examines how actors at different institutional levels perceive and engage with emerging sustainability mandates. New tasks such as waste separation, energy-saving routines, material reuse, and environmental reporting are being introduced gradually – often added to existing responsibilities without sufficient resources or structural support.

These developments signal a subtle transformation of work, part of what may be understood as the green rationalization of care, where ecological responsibility becomes an additional moral and managerial expectation within the healthcare labour process. The paper situates these changes within the broader context of post-socialist institutional restructuring, EU policy diffusion, and deep-seated inequalities in the healthcare sector – such as uneven working conditions across roles, under-recognition of support staff, and gendered divisions of labor. It argues that the green transition in Latvian hospitals not only reconfigures institutional priorities but also reshapes professional roles and notions of responsibility – raising critical questions about labor, governance, and the ethics of care in the making of sustainable public institutions.

Daniela Rauen, Universität Bremen

Menschen im Autismus-Spektrum bringen häufig besondere Stärken mit – etwa in den Bereichen Detailgenauigkeit, Mustererkennung oder strukturiertes Denken. Gleichzeitig erleben viele von ihnen erhebliche Hürden beim Zugang zum ersten Arbeitsmarkt. Sie sind häufig arbeitslos oder gehen einer Beschäftigung nach, die nicht ihrem Ausbildungsniveau entspricht. Studien zur Inklusion von Autist:innen auf dem ersten Arbeitsmarkt zeigen, dass eines der Hauptprobleme die sozialen Anforderungen – insbesondere die zwischenmenschliche Kommunikation – darstellen. Assistierende Technologien auf Basis Künstlicher Intelligenz (KI) können dazu beitragen, diese Barrieren zu überwinden.

Der Beitrag diskutiert, wie ein inklusiver Technologieeinsatz nicht nur den Zugang zum Arbeitsmarkt verbessert, sondern auch die gesundheitliche Belastung verringert, indem sie Autist:innen in der zwischenmenschlichen Kommunikation gezielt unterstützt und so Stress- und Anspannungszustände reduziert. Hierzu wird das Projekt „AUT-KI“ vorgestellt. Ziel des Projektes ist es, ein System zu entwickeln, das die individuellen Bedürfnisse von Menschen mit Autismus berücksichtigt und gleichzeitig Unternehmen dabei unterstützt, inklusivere Arbeitsplätze zu gestalten. Als zentrale Methode wurden Cultural Probes gewählt. Diese dient dazu, Einblicke in das Leben und die Perspektiven der Teilnehmenden zu gewinnen. Dazu erhalten sie kreative Materialien wie Tagebücher, Kameras sowie verschiedene Gegenstände, mit denen sie ihren Alltag dokumentieren. Im Forschungsprojekt wurde die Methode um Gamification-Elemente erweitert, um die Motivation zu erhöhen und besonders Menschen mit Autismus spielerisch zur aktiven Teilnahme anzuregen. Daher wurden für die Tool-Box unter anderem Fidget Toys ausgewählt, da diese von Autist:innen gerne im Alltag eingesetzt werden. Nach der Nutzung werden die gesammelten Daten von den Forschenden ausgewertet und zur Weiterentwicklung des KI-Assistenzsystems genutzt.

Dieser Beitrag versteht sich als Impuls für eine transformative Arbeitswelt, die technologische Innovationen gezielt dafür einsetzt, Zugang, Teilhabe und psychische Gesundheit zu verbessern. Damit adressiert er nicht nur soziale Gerechtigkeit, sondern auch die Frage, wie Arbeit in Zukunft gestaltet sein muss, um menschlich, vielfältig und nachhaltig zu sein.

Yasmeen Almomani, Univeristy of Waterloo

The global rise in remote work has transformed the nature of service work, raising questions about the work lives and occupational health challenges faced by at-home digital service workers. While quantitative data has captured trends on technostress, adverse mental health effects and increased surveillance, qualitative work into the lived experiences of athome digital service workers remains underexplored.

This systematic review synthesizes qualitative literature that identifies the working conditions, health and safety risks/benefits and well-being outcomes of these workers. A comprehensive literature search across four databases (Scopus, MEDLINE, CINAHL, and ABI Inform) identified 5,422 studies. After screening for relevance, 43 qualitative articles were included. These studies covered findings across a wide range of digital service workers, including healthcare providers (e.g. nurses and doctors), mental health professionals (e.g. psychologists and counsellors), call centre staff, domestic violence support workers, and social workers.

Our analysis shows that worker well-being is multi-faceted and varies across each of these roles based on people’s skill levels and employment conditions. Key risks included blurred boundaries between work and home leading to overwork, increased stress and an inability to disconnect from work; a loss of control over their work environment; spatial concerns stemming from a lack of a dedicated workspace and physical discomfort; isolation and loneliness associated with limited colleague connection; technological challenges; and emotional strain, including vicarious trauma and feelings of guilt and burnout related to client interaction and providing support. Our findings align with literature that online work from home encompasses a complex mix of psychological, physical and spatial challenges, while further adding nuance into how client interaction informs these experiences. Further research is needed to understand these impacts across diverse socioeconomic contexts, especially among marginalized and “low-wage” workers in this often insecure and poorly regulated sector.

Myriam Gaitsch und Philip Schörpf, Forschungs- und Beratungsstelle Arbeitswelt (FORBA), Wien

Die digitale Transformation verändert betriebliche Lebenswelten nachhaltig – durch neue Technologien, flexibilisierte Arbeitsformen und gesteigerte Anforderungen an Selbststeuerung und Erreichbarkeit. Damit gehen vielfältige gesundheitliche und soziale Belastungen einher, die von Beschäftigten oft als individuell erlebt werden, jedoch häufig strukturell aus betrieblichen Digitalisierungsprozessen resultieren. Mit den beiden empirischen Forschungsprojekten „ShapeTech“ und „hAUVdA“ setzen wir genau hier an und entwickeln und erproben partizipative Methoden zur Sichtbarmachung zentraler Problemfelder digitalisierter Arbeit – mit dem Ziel, diese als kollektive Herausforderungen zu begreifen und gemeinsam bearbeitbar zu machen.

Im Projekt ShapeTech (2021–2024, gefördert vom WWTF) wurden in einem Methodenmix biometrische Daten zu Stress und Konzentration mit qualitativen Selbstbeobachtungen, Interviews sowie quantitativen Befragungsdaten kombiniert. In moderierten Gesundheitszirkeln reflektierten Beschäftigte ihre Erfahrungen mit digitalisierter Arbeit – auch in Bezug auf geschlechtsspezifische Unterschiede – und entwickelten gemeinsam Vorschläge zur Humanisierung ihrer Arbeitswelt. Der Fokus lag nicht auf individueller Anpassung, sondern auf kollektiver Reflexion, Solidarität und Gestaltung. Das Folgeprojekt hAUVdA (seit 2024, im Auftrag der AUVA) erweitert diesen Ansatz durch qualitative Interviews, Tätigkeitsprotokolle und Fokusgruppen mit Beschäftigten in digitalisierten Büroarbeitsumgebungen. Die Ergebnisse machen strukturelle Belastungsmuster sichtbar – etwa durch permanente Verfügbarkeit, Informationsüberflutung oder unklare Verantwortlichkeiten – und fließen in partizipativ entwickelte Verbesserungsvorschläge ein. Die anonymisierten Ergebnisse werden mit Unternehmensund Betriebsratsvertretungen diskutiert und eröffnen Handlungsspielräume für gesundheitsförderliche Arbeitsgestaltung.

Im Rahmen der Konferenz möchten wir sowohl das methodische Vorgehen als auch zentrale Ergebnisse der beiden Projekte vorstellen. Einen besonderem Fokus legen wir auf die Frage, wie digitale Transformation so gestaltet werden kann, dass sie kollektive Gesundheitsressourcen stärkt, anstatt individuelle Überforderungen zu erzeugen.

Barbara Schiffmann, Schweizer Paraplegiker-Forschung

Eine nachhaltige berufliche Integration von Menschen mit gesundheitlichen Beeinträchtigungen erfordert eine möglichst optimale Passung zwischen individuellen Fähigkeiten und Arbeitsanforderungen. Das web-basierte Job Matching Tool der Schweizer Paraplegiker-Forschung und ParaWork, welches bereits 2024 an dieser Konferenz vorgestellt wurde, nutzt standardisierte Anforderungsprofile von über 1600 Schweizer Berufen mit 207 Bewertungskriterien. Das Tool wird bislang in der beruflichen Rehabilitation verwendet und zeigt Potenzial für erweiterte Einsatzgebiete: Sozialversicherungskontext inkl. Berentung, betriebliches Gesundheitsmanagement, Unterstützung bei Leistungswandel, Integration in Versicherungsprozesse und allgemeine Berufsberatung.

Die Berufsdatenbank mit den standardisierten Anforderungsprofilen und -werten wird aktuell weiterentwickelt. Bei Weiterentwicklung und Unterhalt der Berufsdatenbank sind wir im Kontext des Arbeitsmarktwandels mit verschiedenen Herausforderungen konfrontiert. Diese möchten wir an der Konferenz zur Diskussion bringen:
• Individualisierung der Jobprofile / Tätigkeitsprofile
• Arbeitsmarktwandel bedingt Anpassung der beruflichen Anforderungsprofile – Aktualisierungsfrequenz
• Anspruch einer umfassenden Abbildung von Berufsanforderungen über viele Berufsprofile
• Validierungsaufwand und Nutzung von KI-Elementen bei der Erstellung der Anforderungsprofile
• Integration von etablierten Assessments aus der Berufsberatung und der beruflichen Eingliederung für die verbesserte Bewertung und Verwendung der Berufsprofile
• Zuständigkeiten für den Unterhalt einer nationalen Berufsdatenbank (Forschungsinstitutionen, bundesnahe Stellen oder Privatunternehmen) / Institutionelle Verankerung für nachhaltige Bewirtschaftung und Qualitätssicherung

Im Rahmen der Präsentation werden methodische, technische und organisatorische Herausforderungen und Lösungsansätze für eine möglichst adaptive, evidenzbasierte Berufsdatenbank diskutiert. Präsentationssprache: Deutsch Präsentationsart: Präsentation, nicht Workshop (kann es auf der Webseite nicht ändern)

Abbey Davis, University of Waterloo

Rationale:
Population aging is a concern for labour market participation in most OECD countries. These countries have developed policies to improve the retention of older workers, but these policies often fail to consider inequalities in ability to work longer for older men and women in physically demanding jobs. Laws and policies should protect all older workers when supporting their retention.

Objectives:
The purpose of this research was to critically examine and compare laws and policies in Canada and Sweden that affect the retention of older men and women (age 55+) in physically demanding jobs. We ask: How do laws and policies in Canada and Sweden support the retention of older men and women (age 55+) in physically demanding jobs in the labour market?

Methods:
This study applied a comparative policy analysis of laws and policies supporting older worker retention in Canada and Sweden. Using a critical theoretical lens, the study went beyond describing policy to critically examine policy related to the population of older workers in physically demanding jobs. Data analysis involved the critical analysis of laws and policies using Bacchi’s ‘What is the problem represented to be?’ policy analysis.

Results:
This study critically compared 14 (7 Canadian, 7 Swedish) laws and policies. Results were grouped into five categories: (1) healthy work environment regulation, (2) legislative support when injured or ill, (3) universally applied vs individualized laws and policies, (4) flexible work arrangements, and (5) underlying problem representations. Overall, the underlying problem representations aim to explain why there are differences in law and policy support between the two countries. Conclusions/Implications: This evidence will contribute to promoting the employment longevity of older workers in physically demanding jobs, ultimately improving their financial security, health, and wellbeing. Findings may also be relevant to other OECD countries focused on active aging.

Monika E. Finger, Swiss Paraplegic Research

Background:
Individuals with acquired brain injury (ABI) face significant challenges in accessing a complex and fragmented health and social service system in Switzerland. Their health status, coupled with limited systems knowledge, create barriers to timely and appropriate care. Case management, which extends beyond healthcare and social security to help individuals regain independence in everyday life and return-to-work, is insufficiently available. Despite awareness of these systemic shortcomings, politically and financially viable solutions remain evasive. This project aims to empower individuals with ABI and their families by providing practical recommendations to enhance their interaction with the service system.

Methods:
An integrated knowledge translation approach (IKT) was adopted, including collaboration with individuals with ABI, healthcare professionals, vocational integration specialists, insurance representatives, social security personnel, and patient organizations. Key issues were identified through stakeholder focus groups and two surveys with rehabilitation clinics and social security offices. An expert group formulated initial recommendations, which were subsequently refined through a staged Delphi process involving individuals with ABI and their relatives.

Results:
Ten critical topics were identified. Recommendations for each topic included three components: informative content, actionable guidance, and contact information for support. Specific topics addressed included: understanding ABI, available services and rehabilitation options, navigating social service applications and procedures, vocational rehabilitation, and day-to-day living with ABI. Discussion: Empowering individuals with ABI by providing comprehensive information about the challenges they will encounter on their journey from injury to social reintegration and sustainable employment is vital to improving health literacy. These recommendations help individuals understand and navigate the services available to them, enabling targeted and effective actions. Enhancing the capacity of individuals with ABI to manage their situation can mitigate coordination and support deficiencies in the healthcare system, thereby reducing the overall burden on those affected.