Effects of co-occurring disorders on employment outcomes in a multisite randomized study of supported employment for people with severe mental illness

Abstract

Abstract-Effects of co-occurring disorders on work outcomes were explored among individuals with severe mental illness who were participating in a multisite randomized study of supported employment. At seven sites, 1,273 people were randomly assigned to an experimental supported employment program or a control condition and followed for 2 years. Multivariate regression analysis examined work outcomes including earnings, hours worked, and competitive employment, as well as whether psychiatric disability was disclosed to coworkers and supervisors. Individuals with any comorbidity had lower earnings and were less likely to work competitively. Those with physical comorbidities had lower earnings, worked fewer hours, and were less likely to work competitively. Disclosure was more likely among those with both cognitive and physical comorbidities, as well as those with learning disabilities. Competitive employment was less likely among those with intellectual disability, visual impairment, and human immunodeficiency virus/acquired immunodeficiency syndrome. The experimental condition was positively related to all outcomes except disclosure. The results suggest that, with some exceptions, comorbidities affect employment outcomes, requiring tailored services and supports to promote vocational success.

Work-ability assessment in young adults with disabilities applying for disability benefits

“…Other studies confirmed the negative impact of presence of co-morbidity on work outcome [19][20][21][22]. Although in our study the presence of one co-morbid condition failed to reach significance, the trend is showing decreased odds on higher work ability.…”

Individual, Organizational, and Institutional Predictors of the Granting of Employer-sponsored Disability Accommodations

“…Disability type is associated with acceptance in the workplace, with degree of stigmatization mediating the strength of that association (Carpenter and Paetzold, 2013;McLaughlin et al, 2004). Workers with invisible disabilities, most notably mental and psychiatric impairments, experience more stigmatization and related prejudice than people with other types of disabilities (Beck et al, 1998;Cook et al, 2007;Dunn, Wewiorski, & Rogers, 2008;Sanderson & Andrews, 2006;Scheid, 2005). Supervisor attitudes towards Accommodations for severe disabilities are more likely to be perceived as by management as costly and disruptive to the workplace, diminishing the likelihood of a favorable decision (Jackson et al, 2000;Powell & Mainiero, 1999;Unger & Kregel, 2003).…”

“…Employer sponsored accommodations can assist these workers in their Breward, "Predictors of the Granting of Accommodations" CJDS 6.4 (November 2017) 57 efforts to maximize their participation in the labour force. For example receipt of accommodations in competitive and supported employment contexts has been associated with job retention (Campolieti, 2005;Campolieti, 2009;Cook et al, 2007), morale, productivity, and ability to complete work tasks Yeager et al, 2006).…”

Os contributos do emprego apoiado para a integração das pessoas com doença mental

“…O suporte para uma rápida pesquisa e colocação no mercado de trabalho foi bem documentada pelos estudos revistos por e este princípio tem sido vastamente aceite pela maioria da comunidade da reabilitação (e.g., Cook, Razzano, Burke-Miller, Blyer, Leff, & Mueser, 2007;Crowther, Marshall, Bond, & Huxley, 2001).…”