Work Initiatives for Persons with Severe Mental Illnesses in Canada: A Decade of Development

Abstract

This research study portrays work initiatives for persons with serious mental illness in Canada. It considers 2 earlier papers on vocational programs and services to point out developments and current status in the field. Through a content analysis of documents collected from work initiatives across Canada, core values, models, and practices in the area of work integration are presented. Findings point to a consistent belief in the capacity of consumers to develop their work potential, to engage in the labour force, and to experience the many benefits of work. Results also reveal evidence of an increased emphasis on consumer initiatives, partnerships within the community, and negotiation of environmental factors, including workplace accommodations. Examples of work initiatives are provided, and suggestions for further research are offered.

Employers’ Perspectives on Hiring and Accommodating Workers With Mental Illness

“…Nevertheless, our interviews strongly suggest that employers who have previous and positive experiences with WWMI or have worked with employment placement providers have less prejudicial attitudes toward hiring and accommodating these workers. These findings complement findings of previous research (Brockington, Hall, Levings, & Murphy 1993;Kirsh et al, 2006;Shankar & Collyer, 2002). However, the minority of employers who reported having very little experience with these workers said that they would need more information about mental Prejudices about WWMI reportedly affect employers' attitudes toward hiring and accommodating them.…”

Alternative spaces of ‘work’ and inclusion for disabled people

“…Social firms constitute a type of 'alternative economic space' that may provide enabling employment opportunities for disabled people (Kirsh et al 2006;OECD 2007). These organizations vary considerably in size, organizational philosophy, division of labour and funding sources, but share the purpose that 'their prime interest does not lie in profit-maximisation, but in building social capacity (e.g.…”

Perspectives on Employment Integration, Mental Illness and Disability, and Workplace Health

“…This study also suggested that some workers with mental illness do not welcome interactions between their employers and treatment providers due to the risk of discrimination [40,41]. Canadian studies show that employers who are affiliated with an employment program within a mental health agency or who are associated with projects offering employment support to people with mental illness have more positive attitudes towards hiring these individuals [20,37]. Access to support and consultation from employment support providers can serve as an incentive to employers to employ and retain employees with mental illness.…”

“…However, few strong associations were found between these variables and employment success defined variously in terms of job attainment, job retention, or number of hours worked [1,2,19]. Contemporary conceptualizations have moved beyond individually focused models to understand employment of people with mental illness as a dynamic process of interaction among several factors like the strengths, competencies, and needs of the worker, the nature of the job, and the demands of the work environment [20]. Attention is now directed to also studying factors in the work environment particularly the role of employers in assisting people with mental illness to gain and/or sustain employment and maintain productivity, health, and well-being.…”