Predictors of Job Accommodations for Individuals With Psychiatric Disabilities

Abstract

The empirical literature on the impact of psychiatric disability on employment outcomes has consistently shown that individuals with psychiatric disabilities are more likely than those without to experience adverse labor market outcomes. One strategy invoked to address barriers to employment has been reasonable job accommodations, developed originally through the Americans With Disabilities Act legislation. However, little is known about the factors associated with the request for reasonable job accommodations among those with serious psychiatric disabilities. Data for this study come from a longitudinal multisite demonstration project funded by the U.S. Department of Health and Human Services' Substance Abuse and Mental Health Services Administration. Accommodations were reported by individuals with serious mental health disabilities who became employed. Results from logistic regression analysis found that those who disclosed their disability to their employers, who were more severely disabled, and who had positive social relationships were more likely to request accommodations. This study advances our knowledge of the factors that influence the decision of individuals with serious mental health disabilities to seek accommodation in the work environment and offers a framework for guiding rehabilitation counselors in ways that might help to enhance employment outcomes for this population.

A systematic review of work accommodations for people with mental disorders

“…Table 3 classifies accommodation by 4 major categories. Of the 15 papers included, 11 discussed specific accommodations [5,[14][15][16][17][18][19][20][21][22][23]. All the accommodations from the review were consolidated and associated with a functional limitation -which is an operational definition of impairment.…”

“…Furthermore, there may be a lack of awareness among both employers and employees of the legislativelymandated right to reasonable work accommodations. The perceived adverse repercussions of disclosure of a mental disorder, may reduce the likelihood of accommodation [16]. Adequate education of the importance and rights to receive work accommodations is essential to improve the understanding of the legislations among supervisors and employees.…”

“…Receiving work accommodations related to scheduling flexibility and further training has the greatest impact on the length of tenure [24]. Not disclosing a mental disorder can limit accessing accommodations and reduce job tenure [16]. Employees who had not disclosed their condition to employers, observed a reduced job tenure of 3.6 months [14].…”

Employment outcomes for people with schizophrenia spectrum disorder: A meta-analysis of randomized controlled trials

“…Though most people with psychiatric disabilities show a desire to work, they are more likely to experience adverse labor market outcomes than people without psychiatric disabilities [1]. In fact, the literature indicates that employment rates for people with schizophrenia are much lower than in the general population, ranging between 14.5-17.2% in the United States (USA) [2,3] and 11.5% in France, 12.9% in the United Kingdom (UK) and 30.3% in Germany [4], placing people with schizophrenia among those disability groups that are highly likely to be unemployed [5].…”

Şizofreni Hastalarında Destekli İşe Yerleştirim: Üç Yıllık İzlem Sonucunun Değerlendirmesi

“…[9][10][11] Çalışma yaşamına katılımın önünde, bireysel özellikler, hastalığın süreğenliği, içselleştirilmiş damgalama, profesyonellerin ve işverenlerin olumsuz tutumları, ayrımcılık, sosyal yardımların kesilmesiyle ilgili endişeler, işe geri dönüş sürecinde destek hizmetlerinin eksikliği gibi engeller olduğu görülmektedir. 6,12 Yüksek işsizlik oranları hastaların toplumsal üretimden ciddi oranda düşmesine ve daha fazla tüketici olmalarına neden olmaktadır. İşgücü kaybının maliyeti ise hastalığın tüm ekonomik yükünün yarıdan fazlasını oluşturmaktadır.…”