The Impact of Job Accommodations on Employment Outcomes Among Individuals With Psychiatric Disabilities

Abstract

Results demonstrate that job accommodations show potential to improve employment outcomes for individuals with psychiatric disabilities receiving supported employment services, indicating that job accommodations should be stressed in policy and continuing education efforts for program staff and clients.

A systematic review of work accommodations for people with mental disorders

“…Nine studies [14-16, 20-22, 24-26] examined outcomes associated with work accommodations. There is a positive correlation between accommodation and the length of employment tenure [25]. Fabian and colleagues (1993) identified that individuals who received greater than 5 work accommodations experienced on average a 24-month job tenure, whereas in contrast, individuals with less than 5 accommodations experienced half the length of job tenure at 12 months [14].…”

The Impact of Job Accommodations on Mental Health-Related Stigma

“…Depression and anxiety are common mental health problems in the working population (Dewa et al, 2004), resulting in substantial emotional and financial distress for both individuals and organizations (Dewa & McDaid, 2011;Mental Health Commission of Canada, 2017). Job accommodations are intended to help individuals with mental or physical disabilities overcome functional limitations so that they can perform their essential job functions (Chow et al, 2014); however, employees who receive accommodations report experiencing mistreatment as a consequence of stigma (Kensbock et al, 2017, Schultz et al, 2011. The present research found that accommodations had no impact on endorsement of negative stereotypes; however, participants who did endorse negative stereotypes were more likely to react negatively because they perceived that having a coworker with health problems was unfair to themselves and other coworkers.…”

“…Although prevention and intervention efforts to reduce the occurrence and severity of workplace mental health problems have been the focus of an increasing amount of research in the field of occupational health psychology, less attention has focused on the process of job accommodations for such issues (Kelloway, 2017), which involve reasonable modifications to the job or workplace for the purpose of diminishing barriers to employment (Chow, Cichocki, & Croft, 2014). This is surprising given that legislation has been enacted in many countries such as Canada (Canadian Human Rights Act, 1985) and the United States (Americans with Disabilities Act, 1990) to promote accommodations as a means of providing equal opportunities for those with mental and physical disabilities.…”

“…Although there has been limited research studying the impact of accommodations, there is some evidence to suggest positive outcomes including improved interpersonal relationships with colleagues and supervisors (Shultz et al, 2011), reduction in symptoms, and successfully returning to work following disability leave (Chow et al, 2014;Peer & Tenhula, 2011). In addition, the Job Accommodation Network, an American agency intended to assist employers with the implementation of accommodations, has reported benefits to employers such as reduced employee turnover and increased profitability (Job Accommodation Network, 2017).…”

“…In contrast to prevention and intervention, accommodation focuses on changes in the workplace at the individual-level and are tailored to meet the needs of each individual (Shultz et al, 2011). Defined by Chow et al (2014) as "an adjustment in the work environment that enables an individual with a disability to participate fully in an employment setting," (p. 1126) accommodation is about recovery and rehabilitation with the primary goal of helping individuals return to full regular duties (Schultz et al, 2011).…”