Reasonable accommodations for workers with serious mental illness: Type, frequency, and associated outcomes.

Abstract

Allison Waterworth, a former supported employment specialist with the Back-To-Work Program of St. Luke's House, is currently pursuing her Psy.D. in Counseling at F.I.T. Booth Ripke is Supervisor of Transition Services at St.

Les soutiens associés au maintien en emploi : perceptions des personnes aux prises avec un trouble mental grave

“…Seulement quelques chercheurs (Coles, 1996 ;Fabian et al, 1993 ;MacDonald-Wilson, 1997 ;Mancuso, 1990Mancuso, , 1993 West et Parent, 1995) ont examiné la question des types de soutiens au maintien en emploi chez les personnes aux prises avec un trouble mental grave (Brouillette, 2002).…”

“…En effet, les études de Mancuso (1990Mancuso ( , 1993, Fabian et al, (1993), MASC (1995, MacDonaldWilson, (1997) Dans une étude descriptive effectuée en 1995, Marrone et al ont noté l'importance d'avoir du soutien des collègues, du réseau social, au niveau du développement des habiletés, de la gestion de soi et du soutien organisationnel afin d'aider les personnes souffrant d'un trouble mental grave à conserver leur emploi. Les soutiens rapportés par Marrone et al se rapprochent de certains types de soutiens identifiés par les participants.…”

Mental illness at work: An assessment of co‐worker reactions

“…Attitudes were assessed using seven items. These items represented accommodations that the literature suggested are helpful for assisting people with mental illness (e.g., Ellison & Russinova, 1999;Fabian & Waterworth, 1993;MacDonald-Wilson et al, 2002;Mancuso, 1990). We excluded accommodations that did not seem germane to the job context.…”

“…In addition, organizations could partner with a volunteer organization that serves the needs of the mentally ill, and provide time off to employees to assist these organizations (i.e., a corporate social responsibility initiative). Such actions are likely to encourage people with mental illness to apply for positions with these organizations and to self-disclose their illness so that appropriate accommodations can be made (Fabian & Waterworth, 1993).…”

“…These results are largely consistent with the fi ndings of others (cf. Ellison & Russinova, 1999;Fabian & Waterworth, 1993;Mancuso, 1990), where accommodations suggested for employees with mental illness included fl exible work scheduling, increased supervision, working from home, being able to bank overtime hours for use when ill, self-paced work, longer or more frequent break periods, time-off for counselling, and private offi ces or enclosed spaces. The costs associated with these accommodations are often negligible; however, they tend to occur over a longer timeframe relative to accommodations of the physically disabled (MacDonald- Wilson et al; Mancuso).…”