Work Accommodation and Retention in Mental Health

1. Auflage 2010
ISBN: 978-1-4419-0428-7
Verlag: Springer-Verlag
Format: PDF
Kopierschutz: Adobe DRM (»Systemvoraussetzungen)

E-Book, Englisch, 481 Seiten

Growing interest in the field of mental health in the workplace among policy makers, clinicians, and researchers alike has been fueled by equal employment rights legislation and increasing disability statistics in mental heath. The importance of addressing this topic is underscored by the fact that depression now ranks second on the hierarchy of occupational disabilities. The problem is compounded by a host of factors, including major difficulties in job retention and productivity experienced by persons with mental health disabilities; younger age and higher education of persons with mental health problems; and labor shortages and an aging workforce in many industrialized countries. In addition, particularly in the United States, the vocational needs of army veterans returning from duty with mental health disorders require system-based solutions and new rehabilitation approaches. The pressure created by these powerful legislative, societal, and economic forces has not been matched by the state of evidence-based practices in the field of employment retention and job accommodation in mental health. Current research evidence is fragmented, limited in scope, difficult to access, and adversely affected by the traditional divide between the fields of psychiatry and psychology on one hand and interdisciplinary employment research and practices on the other. As a result, policy makers, employers, disability compensation systems, and rehabilitation and disability management professionals have been left without a critical 'how to' evidence-informed toolbox for occupational practices to accommodate and retain persons with mental health disabilities in the workplace. Currently, no single source of knowledge and research evidence exists in the field that would guide best practices. Yet the need for workplace accommodations for persons with mental health disabilities has been growing and, based on epidemiological trends, is anticipated to grow even more in the future. These trends leave physicians, psychologists, occupational therapists, vocational rehabilitation professionals, disability managers, human resource professionals, and policy makers poorly prepared to face the challenge of integrating and maintaining persons with mental health disabilities in the workplace. The aim of the Handbook is to close the gap between the needs of the professionals and networks that work with or study persons with mental heath disorders in an employment context and the actual knowledge base in the field. The Handbook will be written in language that can easily be understood by readers representing a multitude of disciplines and research paradigms spanning the mental health, rehabilitation, and employment fields of inquiry. The Handbook will contribute an integration of the best quantitative and qualitative research in the field, together with experts' consensus, regarding effective work retention and accommodation strategies and practices in mental health. The book will consist of five major sections, divided into chapters written by recognized experts in these areas.

Dr. Izabela Schultz is a clinical and rehabilitation psychologist specializing in medico-legal and vocational aspects of psychological, neuropsychological and pain-related disability, both in her academic research and in her forensic practice. She is doubly Board-certified and holds the Diplomate distinctions of the American Board of Professional Psychology, in Clinical Psychology and of the American Board of Vocational Experts.Dr. Schultz is Professor in the Counselling Psychology Program at the University of British Columbia where she also serves as Director of the newly formed graduate program in Vocational Rehabilitation Counselling. She has presented, taught and published extensively in the United States, Canada, and internationally in the area of psychosocial, vocational and psycho-legal aspects of disability. Her particular research expertise is in determination of causation of psychological disability, in multivariate prediction of occupational disability, early intervention with high risk workers and employment retention of employees with complex disabilities including mental health, brain injury and pain. She has provided expert court testimony on psychological and neuropsychological matters.Dr. Schultz's two previous books, Psychological Injuries at Trial (2003) and Handbook of Complex Occupational Disability Claims (2005), have contributed to an evolution of the paradigm in the occupational disability field-from medical to biopsychosocial model.Dr. Schultz is currently co-chair of the American Psychological Association's Task Force on Guidelines for Assessment and Treatment of Persons with Disabilities, and is on the editorial boards of several scholarly journals.E. Sally Rogers is Director of Research at the Center for Psychiatric Rehabilitation at Boston University where she had been conducting mental health and vocational research since 1981. The Center was founded under the direction of Dr. William Anthony and has focused on the rehabilitation and recovery of persons with psychiatric disability since that time. Dr. Rogers currently serves as Co-Principal Investigator of a Research and Training Center grant which is funded to carry out research studies on functioning and recovery of individuals with mental illness. She is also a Co-Principal Investigator on a grant to culturally adapt a measure on recovery for Spanish speaking mental health clients. Dr. Rogers was Principal Investigator of a post-doctoral fellowship award from NIDRR for 10 years, Principal Investigator of a multi-site grant to study consumer-operated services funded by the Center for Mental Health Services, and Principal Investigator of several smaller grants. Dr. Rogers is a reviewer for numerous scholarly publications in the field, has developed instruments currently being used by research studies and service organizations, and is a licensed psychologist in the state of Massachusetts.Dr. Rogers is also Research Associate Professor at Boston University, Sargent College of Health and Rehabilitation Sciences where she has taught Masters and doctoral-level research courses and seminars. She is the recipient of the Loeb Research Award from the International Association of Psychosocial Rehabilitation Services, the 2007 ARCA award for research. Dr. Rogers has written approximately 50 peer-reviewed papers on various topics related to the vocational rehabilitation, vocational assessment, and recovery of persons with severe psychiatric disability.

Autoren/Hrsg.

Inhaltsverzeichnis

1;Preface;6
2;Contents;12
3;Contributors;16
4;Part I:onceptual Issues in Job Accommodationin Mental Health;24
4.1;Chapter 1: Law and Job Accommodation in Mental Health Disability;25
4.1.1;Introduction;25
4.1.2;Disability Nondiscrimination Laws;28
4.1.3;Note on the Definition of “Disability” and the ADA Amendments Act of 2008;28
4.1.4;No Discrimination or Harassment;30
4.1.5;No Unnecessary Policies that Screen Out Persons with Disabilities;30
4.1.6;Reasonable Accommodation;31
4.1.6.1;Requesting Accommodation;32
4.1.7;Pros and Cons of Disclosing a Mental Health Condition;33
4.1.7.1;Reasonable Medical Documentation;33
4.1.7.2;Interactive Process;34
4.1.7.3;Accommodations for Persons with Mental Health Disabilities;36
4.1.7.4;Leave of Absence;36
4.1.7.5;Modified or Part-Time Work Schedule;38
4.1.7.6;Modifying Workplace Policies;38
4.1.7.7;Job Restructuring;39
4.1.7.8;Adjusting Supervisory Methods;40
4.1.7.9;Modified or More Training;41
4.1.7.10;Working at Home;41
4.1.7.11;Environmental Changes;43
4.1.7.12;Reassignment or Transfer to a Vacant Position;43
4.1.8;Protection from Unnecessary Medical Inquiries and Examinations;45
4.1.8.1;Application Stage;45
4.1.9;Note: How to Respond to Illegal Questions During an Interview or On an Application;47
4.1.9.1;Post-offer Stage;48
4.1.9.2;On the Job;49
4.1.10;No Discrimination for Associating with Person with Disability, and No Retaliation or Interference for Engaging in Protected Activities;49
4.1.11;Conclusion;50
4.1.12;References;50
4.2;Chapter 2:Investing in the Mental Health of the Labor Force: Epidemiological and Economic Impact of Mental Health Disabilities in the Workplace;55
4.2.1;Investing in a Healthy Labor Force;56
4.2.2;Prevalence of Mental Disorders in the General Population;58
4.2.3;Prevalence of Mental Disorders in the Working Population;59
4.2.3.1;Variations in Prevalence Rates;59
4.2.4;How Mental Disorders Affect Productivity;61
4.2.5;Barrier to Labor Force Participation and Unemployment;61
4.2.6;Early Retirement;63
4.2.7;Absenteeism, Presenteeism, and Short-term Disability;64
4.2.8;Decreased Productivity Related to Spillover Effects on Coworkers and Supervisors;66
4.2.9;Decreased Productivity Related to Spillover Effects on Families;67
4.2.10;Conclusion;67
4.2.11;References;68
4.3;Chapter 3: Stigma, Discrimination, and Employment Outcomes among Persons with Mental Health Disabilities;74
4.3.1;Introduction;74
4.3.2;Background;75
4.3.2.1;Mental Disorders and Work Disability;75
4.3.2.2;Mental Disorders and Stigma;77
4.3.3;Estimating the Effects of Discrimination;79
4.3.3.1;Definition;79
4.3.3.2;Models Predicting Discrimination;81
4.3.3.3;Limitations of the Empirical Models;82
4.3.4;Empirical Estimates;83
4.3.5;Summary;84
4.3.6;Conclusions;85
4.3.7;Appendix;86
4.3.7.1;Binary Model;86
4.3.7.2;Decomposition Model;87
4.3.8;References;87
5;Part II:Mental Health Disabilities and WorkFunctioning;91
5.1;Chapter 4: Vocational Capacity among Individuals with Mental Health Disabilities;92
5.1.1;Introduction;92
5.1.2;Employment Rates of Individuals with Mental Health Disabilities;93
5.1.3;Clinical Predictors of Work Functioning and Capacity;93
5.1.3.1;Early Studies Examining Clinical Predictors;94
5.1.3.2;Recent Studies Examining Clinical Predictors of Vocational Outcomes;94
5.1.4;Demographic Predictors of Work Functioning and Capacity;97
5.1.5;Cognitive Predictors of Work Outcomes;97
5.1.6;Work Outcomes Following Rehabilitation Interventions;98
5.1.7;Nature of Mental Health Conditions;99
5.1.8;Assessments of Vocational Capacity;100
5.1.9;Promising Assessment Methods of Vocational Capacity;101
5.1.10;Conclusions;102
5.1.11;Implications for Vocational Rehabilitation Personnel;103
5.1.12;References;104
5.2;Chapter 5: Employment and Serious Mental Health Disabilities;109
5.2.1;Employment Marginalization and Serious Mental Illness;110
5.2.2;The Benefits of Working;111
5.2.3;Factors Contributing to Employment Marginalization;112
5.2.3.1;Developmental Factors;112
5.2.3.2;Illness-Related Factors;112
5.2.3.3;Treatment-Related Factors;114
5.2.3.4;Societal and Environmental Factors;115
5.2.4;Conclusion: Advancing a Capability- and Opportunity-Based Approach to Employment and Serious Mental Illness;117
5.2.5;References;117
5.3;Chapter 6: Depression and Work Performance: The Work and Health Initiative Study;120
5.3.1;Introduction;120
5.3.2;The Mechanisms Underlying Work Loss;121
5.3.3;Service Gaps;123
5.3.4;The New Intervention Model;124
5.3.5;Workplace-Based Depression Screening and Medical Care Coordination;125
5.3.6;Work Modification and Coaching Component;126
5.3.7;Work-Focused Cognitive Behavioral Therapy (CBT) Strategies Component;127
5.3.8;The WHI Infrastructure;127
5.3.9;EAP Counselor Training;128
5.3.10;Web-Based WHI Information System;128
5.3.11;WHI Test Results;129
5.3.12;Unmet Need for Care;130
5.3.13;Insight into Underlying Mechanisms Linking Depression to Work Loss;131
5.3.14;Adherence to the Process of Care;132
5.3.15;Outcomes;132
5.3.16;Conclusions;133
5.3.17;References;133
5.4;Chapter 7: Anxiety Disorders and Work Performance;138
5.4.1;Scope of the Problem;138
5.4.2;A Review of the Anxiety Disorders, Work Impairment, and Disability;139
5.4.3;The Impact of Anxiety Disorders on Work Performance;144
5.4.4;Assessment of Work Performance in the Anxiety Disorders;149
5.4.5;Work Rehabilitation of Anxiety Disorders: The Role of Job Accommodations;150
5.4.6;Conclusions and Future Directions;152
5.4.7;References;153
5.5;Chapter 8: Brain Injury and Work Performance;158
5.5.1;Definition and Mechanisms;158
5.5.2;Epidemiology;159
5.5.3;Injury Severity: Terminology and Classification Schemes;160
5.5.4;The Special Circumstances of mTBI;161
5.5.5;Consequences of Moderate to Severe TBI;162
5.5.6;Overview of Research Literature: Trends, Limitations, and Challenges;165
5.5.7;Summary of Recent Reviews;166
5.5.8;Summary of Individual RTW Studies;167
5.5.9;Sex and Ethnicity Issues in Employment Following TBI;171
5.5.10;Conclusions;173
5.5.11;References;174
5.6;Chapter 9: Personality Disorders and Work;179
5.6.1;Background on Personality Disorders;179
5.6.2;Personality Disorders in the Workplace;184
5.6.3;Studies of the Relationship Between PDs and Labor Market Outcomes;189
5.6.4;Treatment;193
5.6.5;Conclusions;195
5.6.6;References;199
6;Part III:Employment Interventions for Personswith Mental Health Disabilities;205
6.1;Chapter 10: Disclosure of Mental Health Disabilities in the Workplace*;206
6.1.1;Introduction;206
6.1.2;What is Disclosure?;207
6.1.2.1;Full Disclosure;207
6.1.2.2;Selective Disclosure;208
6.1.2.3;Strategically Timed Disclosure;208
6.1.2.4;Targeted Disclosure;208
6.1.2.5;Non-disclosure;209
6.1.2.6;Inadvertent Disclosure;209
6.1.2.7;Forced Disclosure;209
6.1.3;Factors Influencing Disclosure Decisions;210
6.1.3.1;People Factors;210
6.1.4;Job/Accommodation Factors;212
6.1.4.1;Work and Social Environment Factors;212
6.1.5;Components of Disclosure Decisions;214
6.1.5.1;WHY;214
6.1.5.2;WHO;217
6.1.5.3;TO WHOM;218
6.1.5.4;WHAT;219
6.1.5.5;WHEN;220
6.1.5.6;Outcomes of Disclosure;221
6.1.6;Recommendations for Practices on Disclosure;222
6.1.6.1;Preparing for Disclosure;223
6.1.6.2;Implementing Disclosure;223
6.1.7;Conclusion;224
6.1.8;Appendix A;224
6.1.8.1;Tasks for Preparing to Disclose;224
6.1.9;Appendix B;227
6.1.9.1;Tasks for Disclosing;227
6.1.10;Appendix C;228
6.1.10.1;Resources on Disclosure and Accommodations;228
6.1.11;References;230
6.2;Chapter 11: Approaches to Improving Employment Outcomes for People with Serious Mental Illness;233
6.2.1;Principles Guiding Employment Approaches;233
6.2.1.1;Principle 1: Focus on Employment in the Community-Based Workforce as the Desired Outcome;234
6.2.1.2;Principle 2: Provide a Range of Ongoing Employment-Related Support;234
6.2.1.3;Principle 3: Employment Practices are Client-Centered and Collaborative;235
6.2.1.4;Principle 4: Address Social Attitudes and Structures to Positively Impact Employment;235
6.2.1.5;Principle 5: Approach Employment from a Life-Career Perspective;235
6.2.1.6;Principle 6: Provide Early Intervention to Prevent Employment Marginalization;235
6.2.1.7;Principle 7: Integrate Vocational and Clinical Services;236
6.2.1.8;Principle 8: Provider Competencies and Practice Standards are Consistent with Current Knowledge About Best Practices in the Field;236
6.2.2;Approaches to Improving Employment Outcomes;237
6.2.2.1;Individual Placement and Support;237
6.2.2.2;Community Economic Development;238
6.2.2.3;Creating Employment Opportunities Within the Mental Health System;240
6.2.3;Conclusion;242
6.2.4;References;242
6.3;Chapter 12: Employment Interventions for Persons with Mood and Anxiety Disorders;246
6.3.1;Description of Mood and Anxiety Disorders;246
6.3.2;Impact of Mood and Anxiety Disorders on Work Functioning;248
6.3.3;Description of Treatments for Mood and Anxiety Disorders;249
6.3.3.1;Pharmacological Treatments;250
6.3.3.2;Psychosocial Treatments;250
6.3.3.3;Clinical Vignette: Use of CBT Strategies with an Older Worker with Anxiety Symptoms;251
6.3.3.4;Untreated Anxiety and Depression;252
6.3.4;Summary of Key Points Regarding Mood and Anxiety Disorders and Their Treatment;253
6.3.5;Work-Based Interventions for Anxiety and Depression;253
6.3.5.1;Individual-Level Work-Based Interventions for Anxiety and Depression;254
6.3.5.2;Stand-Alone CBT Interventions;258
6.3.5.3;CBT Plus Graded Activity Interventions;259
6.3.5.4;Other Individual Level Interventions;260
6.3.5.5;Organizational Level Work-Based Interventions for Anxiety and Depression;261
6.3.5.6;Combined Work-Based Interventions for Anxiety and Depression;263
6.3.6;Summary of Work-Based Interventions, Implications for Clinical Practice, and Barriers to Implementation;264
6.3.6.1;Focus on Return to Work;264
6.3.6.2;Graded Activity;265
6.3.6.3;Facilitation of Workplace Accommodations;267
6.3.6.4;Focus on Ensuring Optimal Treatment of Anxiety and Mood Disorders;270
6.3.6.5;Focus on Combined Interventions to Maximize Effective Treatment of Mood and Anxiety Disorders;272
6.3.7;Conclusion;273
6.3.8;References;273
6.4;Chapter 13: Employment Interventions for Persons with Mild Cognitive Disorders;276
6.4.1;Introduction;276
6.4.2;Perspectives on Mild Traumatic Brain Injury;276
6.4.3;Review of Treatment for Uncomplicated Mild Traumatic Brain Injury;278
6.4.3.1;Education and Reassurance;278
6.4.3.2;Scope and Intensity of Rehabilitation;278
6.4.3.3;Cognitive Rehabilitation;278
6.4.3.4;Preexisting and Concurrent Mental Health Vulnerabilities;279
6.4.3.5;Focus on Most Prominent Symptoms;279
6.4.3.6;Psychological Assessment;279
6.4.3.7;Contextual Factors;279
6.4.4;The Importance of Comprehensive Assessment;280
6.4.5;Additional Accommodation Resources;281
6.4.6;Levels of Intervention in Mild Brain Injury;281
6.4.6.1;Minimal Intervention;282
6.4.6.2;More Intensive Jobsite Support;282
6.4.7;Cognitive Accommodation Framework;282
6.4.8;Attention/Concentration;283
6.4.9;Organization/Problem Solving;283
6.4.10;Memory;284
6.4.11;Speed of Information Processing;285
6.4.12;Cognitive Fatigue;285
6.4.13;Mild Brain Injury: Accommodation and Employment Intervention Examples;286
6.4.13.1;Case of Joe;286
6.4.13.2;Case of Brandy;286
6.4.14;Conclusion;287
6.4.15;Appendix: Disclosure Support Letter;288
6.4.16;References;288
6.5;Chapter 14: Return to Work After Traumatic Brain Injury: A Supported Employment Approach;290
6.5.1;Introduction;290
6.5.2;Supported Employment;291
6.5.3;Traumatic Brain Injury and Supported Employment;293
6.5.4;Individualized Approach to Supported Employment;295
6.5.4.1;Referral and Intake;296
6.5.4.2;Functional Vocational Assessment;296
6.5.4.2.1;Residual Skills Vocational Assessment;297
6.5.4.2.2;Career Exploration Assessment;298
6.5.4.2.2.1;Situational Assessments;298
6.5.4.2.2.2;Job Shadowing;298
6.5.4.2.2.3;Informational Interviews;299
6.5.4.2.3;Interacting in the Community;299
6.5.4.3;Job Development;300
6.5.4.3.1;Job Restructuring;300
6.5.4.4;Involvement of Individuals with TBI;301
6.5.4.5;On- and Off-the-Job Supports;301
6.5.4.6;Support Prior to Starting Work;302
6.5.4.7;Additional on the Job Site Skills Training and Data Collection;302
6.5.4.8;Job Completion Guarantee;303
6.5.4.9;Compensatory Memory Strategies;303
6.5.4.10;Long-Term Support and Job Retention Services;304
6.5.5;Conclusion;305
6.5.6;References;305
6.6;Chapter 15: Company-Level Interventions in Mental Health;308
6.6.1;Mental Health in the Workplace: Need for Employer-Based Approaches;309
6.6.2;Initiatives in the United States;312
6.6.3;Canadian Initiatives;315
6.6.4;Policy and Program Recommendations for Employers;317
6.6.5;Future Directions;318
6.6.6;References;319
6.7;Chapter 16: Service Integration in Supported Employment;323
6.7.1;Introduction;323
6.7.2;The Employment Intervention Demonstration Program;324
6.7.3;The Importance of Service Integration to Engagement;326
6.7.4;Combining Cognitive Skills Training, Family Therapy, and Vocational Rehabilitation;326
6.7.5;Service Integration for Working Mothers;327
6.7.6;Coordination of Symptom Management with Vocational Support;327
6.7.7;Integrating Substance Abuse Treatment with Employment Services;328
6.7.8;Importance of Peer Support to the Career Journey;328
6.7.9;“It Takes a Village” to Coordinate Recovery;329
6.7.10;Service Integration Combining Professional Treatment with Natural Supports;329
6.7.11;Summary and Conclusions;330
6.7.12;References;332
7;Part IV:Barriers and Facilitators to JobAccommodations in the Workplace;334
7.1;Chapter 17: Employer Attitudes Towards Accommodations in Mental Health Disability;335
7.1.1;Introduction;335
7.1.2;Employer Perspectives on Job Accommodations for Persons with Mental Health Disabilities;337
7.1.2.1;Employer Profiles;337
7.1.2.2;Employer Attitudes;338
7.1.2.3;Employer Experience with Job Accommodations for Persons with Mental Health Disabilities;340
7.1.2.4;Prediction of Attitudes and Job Accommodation by Employer;344
7.1.3;Discussion;344
7.1.4;Conclusions and Recommendations;346
7.1.4.1;Future Research;348
7.1.5;References;349
7.2;Chapter 18: Mental Health Literacy and Stigma Associated with Depression in the Working Population;351
7.2.1;Introduction;351
7.2.2;A Population-Based Study of Depression Literacy;355
7.2.3;Conclusions;357
7.2.4;References;358
7.3;Chapter 19: Systemic Barriers and Facilitators to Job Accommodations in Mental Health: Experts’ Consensus;362
7.3.1;Introduction;362
7.3.2;Interviewing the Experts: Methods;363
7.3.3;Removing the Barriers to Accommodating Persons with Mental Health Disabilities at Work: Study Results;364
7.3.3.1;Current Practice Barriers;365
7.3.3.1.1;Limitations;365
7.3.3.1.2;Lack of Education/Knowledge/Awareness/Research;365
7.3.3.1.3;Attitudes/Fear/Stigma;366
7.3.3.1.4;Lack of an Employee/Client-Centered Approach and Employees’ Self-Preserving, Counter-Productive Responses;366
7.3.3.1.5;Employer Characteristics and Expectations;367
7.3.3.2;Current Practice for Processes/Facilitators/Solutions to Remove Barriers;368
7.3.3.2.1;Help from Others;368
7.3.3.2.2;Education/Knowledge/Awareness/Research;368
7.3.3.2.3;Meeting the Basic Requirements of a Job Description;369
7.3.3.2.4;Assessment;369
7.3.3.2.5;Conditions for Current Practices to Be Successful;369
7.3.3.3;Current Practice in Accommodations;370
7.3.3.3.1;Changing Job Tasks/Work Requirements/Work Environment;370
7.3.3.3.2;Workplace Social Support;370
7.3.3.3.3;Social Skills Training;371
7.3.3.3.4;Accommodations for Memory Deficits/Technological Enhancements;371
7.3.3.4;Recommended Practice for Removal of Barriers to Work Accommodations;371
7.3.3.4.1;Education/Knowledge/Awareness/Understanding;372
7.3.3.4.2;Help from Others;372
7.3.3.4.3;Assessments;373
7.3.4;Implications for Best Practices in Work Accommodation and Retention in Mental Health: Discussion;373
7.3.4.1;Barriers;374
7.3.4.2;Optimal Workplace Interventions;375
7.3.4.3;Accommodations;376
7.3.5;Conclusions;377
7.3.6;References;378
8;Part V:Evidence-Informed Practice in JobAccommodation;382
8.1;Chapter 20: Inclusion of People with Mental Health Disabilities into the Workplace: Accommodation as a Social Process;383
8.1.1;Introduction;383
8.1.2;Understanding Accommodation as a Strategy for Inclusion;384
8.1.3;Accommodation as a Social Process;387
8.1.4;The Significant Role of Communication: A Case Example;394
8.1.5;Conclusions and Recommendations;395
8.1.6;References;397
8.2;Chapter 21: Organizational Culture and Work Issues for Individuals with Mental Health Disabilities;400
8.2.1;What Is Organizational Culture?;400
8.2.2;Why Does Organizational Culture Matter?;401
8.2.3;Person-Culture Fit;402
8.2.4;Organizational Culture and Special Populations;404
8.2.5;Organizational Culture and Mental Health Consumers;406
8.2.6;How Does Organizational Culture Intersect with Stigma and Discrimination in the Workplace?;407
8.2.7;Disclosure and Organizational Culture;409
8.2.8;How Can Organizations Create Cultures that Foster Inclusion, Diversity, and Successful Work Outcomes for Persons with Mental Health Problems?;410
8.2.9;Conclusion;412
8.2.10;References;413
8.3;Chapter 22: Evidentiary Support for Best Practices in Job Accommodation in Mental Health: Employer-Level Interventions;416
8.3.1;Introduction;416
8.3.2;Barriers to Employment and Job Accommodation in Mental Health;417
8.3.3;Searching the Literature for Evidentiary Support for Job Accommodations;419
8.3.4;Functional Limitations in Mental Health;420
8.3.5;Key Job Accommodation Practices for Persons with Mental Health Disabilities;422
8.3.6;Towards Evidence-Informed Practices: What Have We Learned and Where Are We Headed?;425
8.3.7;References;427
8.4;Chapter 23: Disability Management Approach to Job Accommodation for Mental Health Disability;431
8.4.1;Mental Health Disability in the Workplace: The Need for Disability Management;431
8.4.2;Disability Management Defined;432
8.4.3;Disability Management: Key Concepts, Interventions, and Techniques;433
8.4.4;Evolution of Disability Management;436
8.4.5;The Working Alliance;437
8.4.5.1;Bonding;438
8.4.5.2;Goals;439
8.4.5.3;Tasks;439
8.4.6;Case Example;440
8.4.7;Conclusion;443
8.4.8;References;444
9;Part VI:Future Directions;448
9.1;Chapter 24: Best Practices in Accommodating and Retaining Persons with Mental Health Disabilities at Work: Answered and Unanswered Questions;449
9.1.1;Introduction;449
9.1.2;Need for a New Framework;449
9.1.3;Multisystem Interventions in Occupational Mental Health;450
9.1.3.1;Macrosystem Interventions;451
9.1.3.2;Employer-Level (Mesosystem) Interventions;452
9.1.3.2.1;Level I Intervention: Primary Prevention;452
9.1.3.3;Organizational Restructuring: Integrative Approach;452
9.1.3.4;Written Policies on Health and Wellness;453
9.1.3.5;Budgeting for Costs of Job Accommodations;453
9.1.3.6;Training of Management and Supervisors;453
9.1.3.6.1;Level II Interventions: Reducing Occupational Disability and Enhancing Employment Outcomes;454
9.1.4;Disability Management;454
9.1.4.1;Supported Employment;455
9.1.4.2;Job-Employee Matching;455
9.1.4.3;Recognizing and Targeting Barriers to Job Accommodation;455
9.1.4.4;Best Evidence–Informed Work Accommodations;456
9.1.4.4.1;Employee-Level (Microsystem) Interventions;457
9.1.5;Early Identification, Diagnosis, and Treatment;457
9.1.6;Client-Centered Assessment and Planning;458
9.1.7;Coping Skills Training;458
9.1.8;Self-Awareness Counseling;458
9.1.9;Social Network Development;459
9.1.10;Work Hardening;459
9.1.11;Job Coaching;460
9.1.12;Conclusions and Recommendations for Practice;460
9.1.13;Future Research Directions;463
9.1.14;References;465
10;Index;470