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Teborg S, Hünefeld L, Gerdes TS. Exploring the working conditions of disabled employees: a scoping review. J Occup Med Toxicol 2024; 19:2. [PMID: 38291467 PMCID: PMC10826256 DOI: 10.1186/s12995-023-00397-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/18/2023] [Accepted: 12/08/2023] [Indexed: 02/01/2024] Open
Abstract
PURPOSE Disabled people are often overlooked in considerations about work design, which contributes to their exclusion from the labor market. This issue also reflects within research, as the body of knowledge on the working conditions of disabled employees remains relatively limited. METHODS A scoping review was conducted to assess the research landscape concerning the working conditions of disabled employees. Five databases have been searched, focusing on relevant studies published between 2017 and 2022. RESULTS One hundred fourteen studies were included in the review. It was found that social aspects of work appeared within a substantial portion of the examined studies. Furthermore, it became evident that the interplay of accessibility and flexibility provides an important dynamic to make work design both inclusive and feasible. CONCLUSION The recurrent prominence of social aspects, accessibility, and flexibility across the studies shows common challenges and potentials within the work situation of disabled employees. This suggests avenues for future research and inclusive work design.
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Affiliation(s)
- Sophie Teborg
- Federal Institute for Occupational Safety and Health, Unit 1.2 Monitoring Working Conditions, Dortmund, Germany.
| | - Lena Hünefeld
- Federal Institute for Occupational Safety and Health, Unit 1.2 Monitoring Working Conditions, Dortmund, Germany
| | - Tomke S Gerdes
- Department of Rehabilitation Sciences, TU Dortmund University, Dortmund, Germany
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White RMB, Baldwin ML, Cang X. Workers' Perspectives on Workplace Disclosure of Serious Mental Illness and Their Employers' Responses. QUALITATIVE HEALTH RESEARCH 2023; 33:481-495. [PMID: 36916287 DOI: 10.1177/10497323231160108] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/23/2023]
Abstract
Persons with serious mental illness are often reluctant to disclose their disability to an employer because of the intense stigma associated with their illness. Yet, disclosure may be desirable to gain access to employer-provided job accommodations, or to achieve other goals. In this article, we aimed to (1) describe the contexts in which workers in regular employment disclose a mental illness to their employer and (2) describe employer responses to disclosure, as perceived by the workers themselves. Semi-structured interviews were conducted with 40 workers, who were currently or formerly employed in a mainstream, regular job, post-onset of mental illness. Workers were asked to describe the circumstances that led to disclosure, and to describe their employers' responses to disclosure. Conventional content analysis was applied to identify common themes in the transcribed interviews. Analyses revealed five mutually exclusive disclosure contexts: seeking job accommodations, seeking protection, seeking understanding, responding to an employer's symptom-based inquiries, or being exposed by a third party or event. Analyses also revealed a wider range of employer responses-positive, negative, and ambiguous-than has been suggested by studies in which employers described their reactions to worker disclosure. Some themes were more prevalent among current versus former workers. Overall, the disclosure process appeared to be more complex than has been described by extant frameworks to date, and the linkages between disclosure contexts and employer response themes suggested that many workers did not receive the responses they were seeking from their employers.
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Affiliation(s)
- Rebecca M B White
- T. Denny Sanford School of Social and Family Dynamics, Arizona State University, Tempe, AZ, USA
| | - Marjorie L Baldwin
- W. P. Carey School of Business, Arizona State University, Tempe, AZ, USA
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McGrath MO, Krysinska K, Reavley NJ, Andriessen K, Pirkis J. Disclosure of Mental Health Problems or Suicidality at Work: A Systematic Review. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:ijerph20085548. [PMID: 37107827 PMCID: PMC10138519 DOI: 10.3390/ijerph20085548] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 02/26/2023] [Revised: 04/02/2023] [Accepted: 04/12/2023] [Indexed: 05/11/2023]
Abstract
Many adults experience mental health problems or suicidality. Mental health and suicidality are associated with stigma and discrimination. Little is known about disclosure of mental health or suicidality problems in workplaces and the role of stigma and discrimination in affecting disclosure. To address this gap, we conducted a systematic review following the PRISMA guidelines. Searches for peer-reviewed articles in MedLINE, CINAHL, Embase and PsycINFO identified 26 studies, including sixteen qualitative, seven quantitative and three mixed-methods studies. No studies were excluded based on quality assessment. All studies reported on mental health disclosure; none reported on disclosure of suicidal thoughts or behaviours. The narrative synthesis identified four overarching themes relating to disclosure of mental health problems in workplaces. Themes included beliefs about stigma and discrimination, workplace factors (including supports and accommodation), identity factors (including professional and personal identity, gender and intersectionality) and factors relating to the disclosure process (including timing and recipients), with all influencing disclosure decision making. Significantly, this review found that there is a gap in the existing literature relating to suicidality disclosure in workplaces, with none of the included studies investigating disclosure of suicidal thoughts and behaviours.
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Baba N, Tanimura A, Ishi Y. Subjective perceptions that affect the continued employment of persons with mental disabilities in Japan: A mixed-methods study. Work 2023:WOR220144. [PMID: 36641725 DOI: 10.3233/wor-220144] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/12/2023] Open
Abstract
BACKGROUND Among people with mental disabilities in Japan, 50.7% have left employment within a year despite the provision of employment support. Their subjective perceptions are likely relevant, as many causes for leaving employment are personal. However, thus far, employment continuity assessment has been based on objective indicators, while subjective evaluation remains underdeveloped. OBJECTIVE We conducted a mixed-methods study to identify the subjective characteristics that impact the ability of persons with mental disabilities to continue working while receiving employment support. METHODS In total, 41 participants with mental disabilities in continuous employment were included in the study, and data were collected using a demographic and employment status questionnaire and the Worker's Role Interview. Further, to clarify the constructs related to subjective perceptions of work continuity, the step for coding and theorization (SCAT) method was utilized. RESULTS The results revealed five overarching superordinate concepts and 12 subordinate concepts of subjective perceptions regarding maintaining the current work and the future for participants who continue to work. These perceptions may be related to the participants' experience and the time course of work continuity. Subjective perceptions of difficulty levels were found to be the most and the least difficult for a reasonable accommodation without specific rules and awareness of the effects of work concepts, respectively. CONCLUSION This research could facilitate the development of an employment support system based on people with mental disabilities' subjective needs, thus contributing to their continued employment.
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Toth KE, Yvon F, Villotti P, Lecomte T, Lachance JP, Kirsh B, Stuart H, Berbiche D, Corbière M. Disclosure dilemmas: how people with a mental health condition perceive and manage disclosure at work. Disabil Rehabil 2022; 44:7791-7801. [PMID: 34762548 DOI: 10.1080/09638288.2021.1998667] [Citation(s) in RCA: 11] [Impact Index Per Article: 5.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/18/2023]
Abstract
PURPOSE Little research has explored the process of disclosure decision-making from antecedents to outcomes. This paper presents a model of decision-making about disclosure of a mental health condition to the immediate supervisor in the workplace shortly after starting a new job. METHODS A qualitative descriptive design was employed to explore participants' experiences of the disclosure decision-making process, the disclosure event itself (if applicable), and their perceptions of the impact of the decision on personal, interpersonal, and organizational outcomes. The transcripts were coded and analyzed using directed content analysis. RESULTS Twenty-eight participants were purposively selected to represent different disclosure decisions, sex, diagnoses, and maintenance of employment. Analysis identified goals and conditions/context were important antecedents for the disclosure decision. All participants discussed concerns about prejudice and discrimination if they disclosed, and, for those who chose to disclose, high stress and anxiety were described during the disclosure event; however, supervisor reactions were generally described as positive. CONCLUSIONS Regardless of the disclosure strategy adopted, participants reported that their disclosure decision helped to support their self-acceptance and recovery. For those who disclosed, most perceived a positive response by their supervisor. However, the pervasive concerns of prejudice indicate there is still much work to be done.IMPLICATIONS FOR REHABILITATIONDecision-making about disclosure of a mental health condition to the immediate supervisor in the workplace is a complex process.Disclosure goals, the relationship with the supervisor and the workplace context are important antecedents to the disclosure decision.Careful consideration should be given to the planning of disclosure, particularly related to what information will be shared, how it will be shared, and an appropriate level of emotional content to enhance the likelihood of a positive response from the supervisor.Disclosure planning should take the supervisor's style and organizational norms into account.
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Affiliation(s)
- Kate E Toth
- YMCA WorkWell, Cambridge, Canada.,School of Business, Conestoga College Institute of Technology and Advanced Learning, Kitchener, Canada
| | - Florence Yvon
- Association canadienne pour la santé mentale - Filiale de Montréal, Montreal, Canada.,Centre de recherche de l'institut universitaire en santé mentale de Montréal, Montreal, Canada
| | - Patrizia Villotti
- Centre de recherche de l'institut universitaire en santé mentale de Montréal, Montreal, Canada.,Département d'éducation et pédagogie, Université du Québec à Montréal, Montréal, Canada
| | - Tania Lecomte
- Department of Psychology, Université de Montréal, Montreal, Canada
| | - Jean-Philippe Lachance
- Centre de recherche de l'institut universitaire en santé mentale de Montréal, Montreal, Canada
| | - Bonnie Kirsh
- Rehabilitation Sciences and Occupational Therapy, University of Toronto, Toronto, Canada
| | - Heather Stuart
- Community Health and Epidemiology, Queen's University, Kingston, Canada
| | - Djamal Berbiche
- Department of Psychology, Université de Montréal, Montreal, Canada.,Department of Education, Université de Sherbrooke, Montréal, Canada
| | - Marc Corbière
- Centre de recherche de l'institut universitaire en santé mentale de Montréal, Montreal, Canada.,Département d'éducation et pédagogie, Université du Québec à Montréal, Montréal, Canada
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Lettieri A, Díez E, Soto-Pérez F, Bernate-Navarro M. Employment related barriers and facilitators for people with psychiatric disabilities in Spain. Work 2022; 71:901-915. [DOI: 10.3233/wor-213642] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND: People with mental health-related disabilities still experience difficulties in obtaining and maintaining a job. Previous international studies inform about employment barriers and facilitators but there is insufficient research in Spain. OBJECTIVE: To explore what type of employment barriers and facilitators were important for people with psychiatric disabilities with past work experiences in competitive and protected work settings. METHODS: In-depth, semi-structured qualitative interviews with 24 participants selected through purposive sampling. RESULTS: The personal sphere was the content most closely related to barriers, followed by the social environment. Facilitators were more closely related to the interviewees’ social network, followed by elements in their personal sphere and job environment. CONCLUSIONS: The findings suggest the need to implement supported employment services in Spain to promote hiring people with psychiatric disabilities in competitive companies. The results also indicate the need to implement new services aimed at supporting the management of disability information during the process of obtaining and maintaining a job, while there is still a need to conduct anti-stigma and anti-discrimination campaigns.
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Affiliation(s)
- Andrea Lettieri
- Psychology Department, University of Salamanca, Salamanca, Spain
- INTRAS Foundation, Valladolid, Spain
| | - Emiliano Díez
- Instituto Universitario de Integración en la Comunidad (INICO), University of Salamanca, Salamanca, Spain
| | - Felipe Soto-Pérez
- Instituto Universitario de Integración en la Comunidad (INICO), University of Salamanca, Salamanca, Spain
- Instituto de Investigación Biomédica de Salamanca (IBSAL), Salamanca, Spain
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Mousa M, Mahmood M. Mental Illness of Management Educators: Does Holding Multiple Academic Jobs Play a Role? A Qualitative Study. PUBLIC ORGANIZATION REVIEW 2022. [PMCID: PMC8935113 DOI: 10.1007/s11115-022-00612-1] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/16/2023]
Abstract
Through addressing management educators in four public business schools in Egypt, the authors of this paper aim to uncover the impact of holding multiple academic jobs on the mental health of management educators. The paper asserts that management educators do not perceive the holding of multiple academic roles as a stimulant of any form of mental illness (e.g., anxiety, depression, stress) if it is accompanied by a sense of autonomy (proper teaching loads, rational time for supervising theses, reasonable requests for research production) a feeling of competence (relevant monthly salary, available training and learning opportunities) and a sense of relatedness (feeling of involvement, flexible work hours, option to work from home).
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Affiliation(s)
- Mohamed Mousa
- Department of Management Sciences, Pontifical Catholic University of Peru, Lima, Peru
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Hennekam S, Follmer K, Beatty J. Exploring mental illness in the workplace:the role of HR professionals and processes. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2021.1960751] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/13/2022]
Affiliation(s)
| | - Kayla Follmer
- John Chambers College of Business and Economics, West Virginia University Morgantown, WV, USA
| | - Joy Beatty
- College of Business, Eastern Michigan University, Ypsilanti, MI, USA
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9
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Abstract
This Open Forum describes a framework for analyzing factors that influence an individual's decision to disclose serious mental illness in the competitive workplace. The disclosure decision is multifaceted, organized in dimensions of control, conditions, and costs. Control refers to the extent to which a mental illness is concealable, so that a worker may choose whether to disclose. The conditions workers impose on disclosure determine when, to whom, and how much they choose to say. The costs, both monetary and emotional, are a manifestation of the pervasive stigma associated with mental illness. The framework described here can form the basis for rigorous empirical studies of the disclosure decision that will inform both workers' decisions to disclose and employers' responses to disclosure. The objective of this research is to improve labor market outcomes for the significant numbers of workers with serious mental illness who can engage in mainstream, competitive employment.
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Affiliation(s)
- Marjorie L Baldwin
- Department of Economics, W. P. Carey School of Business, Arizona State University, Tempe
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Edan V, Sellick K, Ainsworth S, Alvarez-Varquez S, Johnson B, Smale K, Randall R, Roper C. Employed but not included: the case of consumer-workers in mental health care services. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2020.1863248] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
Affiliation(s)
- Vrinda Edan
- Department of Social Work, School of Health Sciences, The University of Melbourne, Parkville, Australia
| | - Kathryn Sellick
- Department of Social Work, School of Health Sciences, The University of Melbourne, Parkville, Australia
| | - Susan Ainsworth
- Faculty of Business and Economics, Department of Management and Marketing, The University of Melbourne, Parkville, Australia
| | - Susie Alvarez-Varquez
- Department of Social Work, School of Health Sciences, The University of Melbourne, Parkville, Australia
| | - Brendan Johnson
- Department of Social Work, School of Health Sciences, The University of Melbourne, Parkville, Australia
| | - Krystyn Smale
- Department of Social Work, School of Health Sciences, The University of Melbourne, Parkville, Australia
| | - Rory Randall
- Department of Social Work, School of Health Sciences, The University of Melbourne, Parkville, Australia
| | - Cath Roper
- Department of Social Work, School of Health Sciences, The University of Melbourne, Parkville, Australia
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11
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Hastuti R, Timming AR. An inter-disciplinary review of the literature on mental illness disclosure in the workplace: implications for human resource management. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2021.1875494] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
Affiliation(s)
- Rina Hastuti
- School of Management, RMIT University, Melbourne, VIC, Australia
- Faculty of Islamic Business and Economics, IAIN, Surakarta, Central Java, Indonesia
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12
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Schouten MJE, Nieuwenhuijsen K, Wind H, Andriessen S, Frings-Dresen MHW. Usability and consistency in findings of the work support needs assessment tool. Work 2021; 68:243-253. [PMID: 33427723 PMCID: PMC7902961 DOI: 10.3233/wor-203371] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND Structured work support needs assessment could facilitate professionals and increase assessment consistency. OBJECTIVES Evaluating usability of the Work Support Needs Assessment Tool and test if professionals' (labour experts, coaches) findings become more consistent after a tool training. The tool includes a 21 item checklist for assessing work support needs of people with disabilities. METHODS Usability was explored through 28 interviews with professionals. Consistency was evaluated in an experimental pre-post study design, in which thirty-nine other professionals assessed work support needs of standardized clients before and after a protocolized training. Quantitative content analysis was conducted. Consistency of findings between professionals covered three categories: type (client-focused coaching), focus (topics to be addressed) and duration of support. An increase in consistency was defined as a decrease in the total number of different sub-categories of findings in each category. RESULTS Nineteen professionals indicated that the tool was useful, as they gained relevant information and insights. Regarding consistency, the number of findings differed pre- and post-training for type of support (8 vs 9) and focus of support (18 vs 15 and 18 vs 17). CONCLUSIONS Participants had positive experiences with the tool. Increased consistency in findings of professionals after the training was not demonstrated with the current study design.
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Affiliation(s)
- Maria J E Schouten
- Amsterdam UMC, Department of Public and Occupational Health, Coronel Institute of Occupational Health, Amsterdam Public Health Research Institute, Amsterdam, The Netherlands
| | - Karen Nieuwenhuijsen
- Amsterdam UMC, Department of Public and Occupational Health, Coronel Institute of Occupational Health, Amsterdam Public Health Research Institute, Amsterdam, The Netherlands
| | - Haije Wind
- Amsterdam UMC, Department of Public and Occupational Health, Coronel Institute of Occupational Health, Amsterdam Public Health Research Institute, Amsterdam, The Netherlands
| | | | - Monique H W Frings-Dresen
- Amsterdam UMC, Department of Public and Occupational Health, Coronel Institute of Occupational Health, Amsterdam Public Health Research Institute, Amsterdam, The Netherlands
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Lang A, Rüsch N, Brieger P, Hamann J. Disclosure Management When Returning to Work After a Leave of Absence Due to Mental Illness. Psychiatr Serv 2020; 71:855-857. [PMID: 32362227 DOI: 10.1176/appi.ps.201900617] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Abstract
People with mental illness must often decide the extent to which they want to disclose their mental illness publicly. Especially in the context of work, this is a complex and individual decision. This Open Forum discusses the importance of well-reasoned disclosure management to increase the chances of successful workplace reintegration after a leave of absence due to a mental illness. The authors posit that despite the risks of stigma and discrimination, disclosing a mental illness to an employer can benefit employees. However, proper support is often essential in establishing how to best manage disclosure or nondisclosure.
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Affiliation(s)
- Anne Lang
- kbo-Isar-Amper-Klinikum München Ost, Haar, Germany (Lang, Brieger); Department of Public Mental Health, Clinic for Psychiatry and Psychotherapy, University of Ulm, Ulm, Germany (Rüsch); Department of Psychiatry and Psychotherapy, Klinikum Rechts der Isar, Technical University of Munich, Munich (Hamann)
| | - Nicolas Rüsch
- kbo-Isar-Amper-Klinikum München Ost, Haar, Germany (Lang, Brieger); Department of Public Mental Health, Clinic for Psychiatry and Psychotherapy, University of Ulm, Ulm, Germany (Rüsch); Department of Psychiatry and Psychotherapy, Klinikum Rechts der Isar, Technical University of Munich, Munich (Hamann)
| | - Peter Brieger
- kbo-Isar-Amper-Klinikum München Ost, Haar, Germany (Lang, Brieger); Department of Public Mental Health, Clinic for Psychiatry and Psychotherapy, University of Ulm, Ulm, Germany (Rüsch); Department of Psychiatry and Psychotherapy, Klinikum Rechts der Isar, Technical University of Munich, Munich (Hamann)
| | - Johannes Hamann
- kbo-Isar-Amper-Klinikum München Ost, Haar, Germany (Lang, Brieger); Department of Public Mental Health, Clinic for Psychiatry and Psychotherapy, University of Ulm, Ulm, Germany (Rüsch); Department of Psychiatry and Psychotherapy, Klinikum Rechts der Isar, Technical University of Munich, Munich (Hamann)
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Glade R, Koch LC, Zaandam A, Simon LS, Manno CM, Rumril PD, Rosen CC. Recommendations from employees with disabilities for creating inclusive workplaces: Results from a grounded theory investigation. JOURNAL OF VOCATIONAL REHABILITATION 2020. [DOI: 10.3233/jvr-201087] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
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Lockett H, Waghorn G, Kydd R. Policy barriers to evidence-based practices in vocational rehabilitation for people with psychiatric disabilities in New Zealand. Work 2018; 60:421-435. [DOI: 10.3233/wor-182752] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Affiliation(s)
- Helen Lockett
- Department of Psychological Medicine, School of Medicine, The University of Auckland, Auckland, New Zealand
- The Wise Group, Hamilton, New Zealand
| | - Geoffrey Waghorn
- The ORS Group, Brisbane, Queensland, Australia
- School of Clinical Medicine, The University of Queensland, Brisbane, Australia
| | - Rob Kydd
- Department of Psychological Medicine, School of Medicine, The University of Auckland, Auckland, New Zealand
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