Psychiatric versus physical disabilities: A comparison of barriers and facilitators to employment.

Sevak, Purvi; Khan, Shamima

doi:10.1037/prj0000236

Cited by 28 publications

(30 citation statements)

References 18 publications

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“…In comparison with people with physical disabilities, PMIs have longer periods of non-employment and are more likely to report non-health reasons as barriers to employment, such as lack of skills and getting fired from the job. 27 The RPWD Act, 2016, in section 3(5), directs the government to take the necessary steps to ensure RA and, in section 20(2), emphasizes that RA be provided in government establishments. As per the Act, denial of RA is tantamount to discrimination.…”

Section: Discussionmentioning

confidence: 99%

Reasonable Accommodation at the Workplace for Professionals with Severe Mental Illness: A Qualitative Study of Needs

Rangarajan

Muliyala

Jadhav

et al. 2020

Indian Journal of Psychological Medicine

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Background: Professionals with Severe Mental Illness (PwSMI) often face challenges in obtaining and retaining employment. For equal and effective participation, they may require reasonable workplace adjustments. The recently legislated Rights of Persons With Disabilities Act 2016 in India defines such adjustments as reasonable accommodations. Methods: In-depth qualitative interviews were conducted with 15 consenting PwSMI availing psychiatric rehabilitation services at a tertiary mental health institute in India, five mental health professionals, and five employers. The audio-recorded interviews were transcribed and coded manually by two independent investigators. Inductive content analysis approach was used for qualitative analysis. Results: The detected themes included modifications in work schedule, supports to improve work efficiency, modifications in the work environment, modifications in the work-related appraisal, supportive employer policy, and integration of services. The participants described the term “undue burden” to be ambiguous. Conclusions: The reported reasonable accommodations are non-structural and mainly dependent on human assistance. Vocational rehabilitation and job reintegration efforts can focus on guided negotiations between employers and PwSMI. This is dependent on at least some degree of disclosure. Awareness regarding reasonable accommodation and stigma reduction is necessary for successful implementation.

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Section: Discussionmentioning

confidence: 99%

Reasonable Accommodation at the Workplace for Professionals with Severe Mental Illness: A Qualitative Study of Needs

Rangarajan

Muliyala

Jadhav

et al. 2020

Indian Journal of Psychological Medicine

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“…The topic list was designed with the research group using topics from previous studies in employment and mental health in general [32,45,46]. The following topics were discussed: experiences with employment, barriers and facilitators to employment, stigma and disclosure of BPD (see S1 File).…”

Section: Methodsmentioning

confidence: 99%

Barriers and facilitators to employment in borderline personality disorder: A qualitative study among patients, mental health practitioners and insurance physicians

Juurlink

Vukadin

Stringer³

et al. 2019

PLoS ONE

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Background Borderline personality disorder (BPD) is associated with unemployment and impaired functioning. However, a comprehensive understanding of barriers and facilitators to employment from a multidisciplinary perspective is currently lacking. Therefore, the aim of this qualitative study was to explore barriers and facilitators in gaining and maintaining employment in BPD from the perspectives of patients, mental health practitioners (MHPs) and insurance physicians (IPs). Methods Fifteen semi-structured interviews were conducted in patients with BPD and two focus groups were carried out among MHPs (n = 7) and IPs (n = 6) following a thematic content analysis approach. Results All participants described barriers and facilitators relating to three overall themes: characteristics of BPD, stigma, and support to employment. Barriers to employment mainly related to characteristics of BPD, such as low self-image, difficulty posing personal boundaries, difficulty regulating emotions, and lack of structure. MHPs and IPs additionally mentioned externalization and overestimation of competencies on the part of patients. Enhancing emotion regulation and self-reflection by successful treatment was suggested as a facilitator to enhance employment. Increasing collaboration between mental health and vocational rehabilitation services, and increasing knowledge about BPD, were suggested to increase sustainable employment and decrease stigma. Conclusions The present findings revealed that both facilitators and barriers are important in gaining and maintaining employment in BPD in which diminishing symptoms, examining stigma and increasing support to employment are key. As a next step, supported employment strategies that follow patient preferences and integrate employment and mental health services, should be studied in the context of BPD.

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“…Research has shown that receipt of workplace accommodations is associated with better employment outcomes (Burkhauser et al 1995;Chow 2012;Cook et al 2015). Among VR applicants with psychiatric disabilities, accommodations such as flexible schedules and modified work duties were positively correlated with continued employment (Sevak and Khan 2017). Among workers nearing retirement age with a new onset of disability, receipt of accommodations is associated with delayed labor force exit over a 2-year period, though not over a longer period (Hill et al 2016).…”

Section: Introductionmentioning

confidence: 99%

The role of workplace accommodations in the employment of people with disabilities

Anand

Sevak

2017

IZA J Labor Policy

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We explore the role of workplace accommodations in reducing employment barriers and improving the employment of people with disabilities. We do so using data from the 2015 Survey of Disability and Employment on people with disabilities who applied for vocational rehabilitation services in three states. The results show that at least one third of nonworking people with disabilities reported employment barriers that could be addressed by workplace accommodations, such as lack of transportation and an inaccessible workplace. We also find that receiving certain types of workplace accommodations, such as help with transportation, flexible work schedules, or a personal care attendant, is positively correlated with being employed at the time of the survey. Finally, people who are in poor health or have physical disabilities were more likely to perceive workplace inaccessibility as a barrier but less likely to have received accommodations in their current or most recent job. This suggests that people with these characteristics may be good candidates to target for greater access to workplace accommodations.

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Psychiatric versus physical disabilities: A comparison of barriers and facilitators to employment.

Abstract: VR counselors should be aware that although most applicants with psychiatric disabilities place a great deal of importance on being employed, they face additional barriers to employment. (PsycINFO Database Record

Cited by 28 publications

References 18 publications

Reasonable Accommodation at the Workplace for Professionals with Severe Mental Illness: A Qualitative Study of Needs

Reasonable Accommodation at the Workplace for Professionals with Severe Mental Illness: A Qualitative Study of Needs

Barriers and facilitators to employment in borderline personality disorder: A qualitative study among patients, mental health practitioners and insurance physicians

The role of workplace accommodations in the employment of people with disabilities

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