Connecting Trade Unions to the Community: Promoting Employment for Individuals with Mental Health Conditions

Abstract

The findings of a research effort that sought to define the mutual interests of unions and individuals with mental health conditions, their family members, and service providers are reported. The data were gathered from a nonrandom sample of trade union experts in disability policy and procedures. The research question posed is: What is the potential for unions to serve as a source of work options, valuable information on workplace cultures, and workplace supports to individuals with mental health conditions? Reported are the practices and existing supports in current union activities and related situations that might be adopted to assist persons with mental health conditions. The opportunities for the future for providers, individuals, and union representatives, including information on union apprenticeships and how to work with unions on job maintenance, accommodation, and retention issues for individuals with mental health conditions is provided. For social service providers clarification is offered concerning issues that are important to unions (e.g., collective bargaining agreements) to help all parties understand each other and communicate effectively to create partnerships among unions, providers, and individuals with mental health conditions that will sustain work for those seeking competitive employment.

Employer Practices for Integrating People With Disabilities Into the Workplace: A Scoping Review

“…The synergistic relationship among these pillars and the constituency groups provides the framework for effective disability policy and positive employment outcomes for persons with disabilities. Akabas & Gates (2009) Individuals, and services provider, can benefit from support and advocacy by unions and, in turn, can offer unions respect and community support. This research effort identified the kind of bridges that exist and/or can be created between community, its mental health system and labor unions so that each may leverage the resources of the others to their own benefit at the same time that they serve the interest of individuals with mental health conditions and their families.…”

“…In addition to the policy and allegation, studies revealed that engaging employment specialists or rehabilitation personnel facilitated workplace integration, which underscores the importance of internal and external partnerships in integrating PWDs into the workplace (Akabas & Gates, 2009;Kulkarni et al, 2016;McFarlane, 1998;Wehman, 2003). Wehman (2003) stressed multiple factors for a successful workplace integration, as inclusion is fluid as work conditions change.…”

“…Their study also illustrated the integration processes, including conducting sensitization training for all stakeholders, conducting accessibility audits, offering mentoring programs, and conducting periodic stakeholder round tables for each employee with a disability. Furthermore, Akabas and Gates (2009) suggested that union representatives can partner with employment specialists as well as internal stakeholders and external networks to support inclusion efforts.…”

“…Other sources suggested developing company-appropriate systems and strategies for employees to request workplace modification and accommodations (Akabas & Gates, 2009;Novak et al, 2011). The value of workplace modifications and accommodations has been well-documented.…”

“…Lastly, studies promoted positively oriented collegial interaction and workplace integration. Natural supports, such as diversity education and learning opportunities, job shadowing, supervision, and relationship supports from co-workers, demonstrated a more positive workplace integration ( Akabas & Gates, 2009;Kulkarni et al, 2016;Novak et al, 2011;Wehman, 2003). Natural supports were found to be useful and were identified as one of the most common integration efforts in the workplace for PWDs across studies, especially when the natural supports were individualized and available to all employees (Akabas & Gates, 2009;Balser, 2000;Hanley, 2014;Kulkarni et al, 2016;McFarlane, 1998;Novak et al, 2011;Ochocks et al, 1994;Ren et al, 2008;Wehman, 2003).…”