Disability Management Approach to Job Accommodation for Mental Health Disability

Harder, Henry G.; Hawley, Jodi; Stewart, Arthur D.

doi:10.1007/978-1-4419-0428-7_23

Cited by 7 publications

(1 citation statement)

References 26 publications

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“…Moreover, IDM requires a climate of collaboration, consensus, and interactions within a diverse group (employers, employee/employee’s representatives, insurers, service providers) to prevent diseases, promote healthy workplaces, and to obtain satisfaction with return-to-work (Murphy & Young, 2006; Young et al, 2005). This collaboration is crucial for disability prevention, return-to-work, and job accommodations required by the characteristics (including age) of workers (Harder, Hawley, & Stewart, 2010; Shaw & Feuerstein, 2004).…”

Section: Idm In the Workplacementioning

confidence: 99%

Integrated Disability Management

Angeloni

2013

Sage Open

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This article sets out to increase awareness regarding the wide and universal significance of disability, as well as the important benefits of an Integrated Disability Management (IDM) approach. The scientific basis for IDM is explored in the first place through an analysis of its relationship to the International Classification of Functioning, Disability and Health (ICF). The conceptual paradigm of the ICF shares an ideological position with the IDM approach in that they are both underpinned by dynamic and multidimensional constructions of disability, which imply equally holistic and interdisciplinary responses. The IDM approach can be applied across a diversity of human situations to provide solutions that reflect the multifaceted and widespread nature of disability. The IDM approach is intended as a strategy capable of handling: inclusion of people with disabilities, active aging of human resources, health and safety in the workplace, prevention of disabilities and various diseases, return-to-work, absenteeism, and presenteeism.

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