Elements of Effective Job Placement: Environmental Context, Employer Relationships, and Understanding the Job Seeker

Gower, Wendy Strobel; Rudstam, Hannah; Young, J.W.

doi:10.1891/9780826195647.0018

Cited by 2 publications

(3 citation statements)

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“…Psychologists can play an important role in contributing to employer-focused interventions. For example, psychologists involved in Employee Assistance Programs may have direct connections with workplaces and be in a position to assist with the development of clear workplace policies addressing accommodation requests, disability disclosure, leave, and conduct (Gower, Rudstam, & Young, 2014). This document is copyrighted by the American Psychological Association or one of its allied publishers.…”

Section: Discussionmentioning

confidence: 99%

Microaggressions experienced by people with multiple sclerosis in the workplace: An exploratory study using Sue’s taxonomy.

Lee¹,

Ditchman²,

Thomas³

et al. 2019

Rehabilitation Psychology

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Purpose: Microaggressions are subtle forms of discrimination and include verbal, nonverbal, or environmental slights that convey disparaging messages to people based upon their group membership, such as disability. The purpose of this study was to investigate the experience of microaggressions in the workplace among individuals with multiple sclerosis (MS). Method: This study used a community-based participatory research approach and qualitative design. Adults with MS (N ϭ 29) with current or recent work experience were recruited to participate in a focus group study. Eight focus groups were conducted and transcripts analyzed using qualitative content analysis to generate themes and subthemes. Study protocol, coding, and interpretations underwent a validity check by an external advisory group consisting of researchers in the field and individuals with MS. Results: Almost all of the participants in this study reported experiencing some form of microaggressions in their workplace. Several important themes emerged, including pathologizing, assumption of disability status, second-class, lack of awareness, social distance, and denial. This study also found that perceived stress was associated with microaggressions and that microaggression exacerbated the negative impact of uncertainty related to symptoms and job security. Participants also identified various coping strategies used to deal with microagressions, such as involvement in support groups and meditation. Implications: The themes that emerged from the focus groups further our understanding of microaggressions as a factor impacting the work experiences of people with MS. Findings have implications for rehabilitation practitioners and future research to promote work life, job retention, and well-being of people with MS. Impact and ImplicationsThis study is the first to directly examine the experience of microaggressions in the workplace among adults with multiple sclerosis (MS) and findings support the need for increased awareness of microaggressions, their negative impact, and social justice issues facing individuals with MS. Findings from this study indicated that most of the participants have experienced some types of microaggressions in their workplace, which were primarily attributed to others' lack of knowledge or misperceptions about MS and its varied symptom manifestation. Findings from this study suggest a multifaceted approach would be beneficial-namely, organizational-level strategies to promote inclusive and positive work climates in tandem with direct client interventions aimed at increasing self-advocacy skills and self-efficacy for identifying and navigating disability-related concerns in the workplace.

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Section: Discussionmentioning

confidence: 99%

Microaggressions experienced by people with multiple sclerosis in the workplace: An exploratory study using Sue’s taxonomy.

Lee¹,

Ditchman²,

Thomas³

et al. 2019

Rehabilitation Psychology

View full text Add to dashboard Cite

show abstract

“…Personality tests are typically given during a preemployment screening process. Commonly used personality tests include the Minnesota Multiphasic Personality Inventory, third edition (MMPI-3; Ben-Porath & Tellegen, 2020); the Myers-Briggs Type Indicator (MBTI; Myers et al, 2003); the Sixteen Personality Factor Questionnaire (16PF; Cattell et al, 2003); the California Psychological Inventory (CPI; Gough & Bradley, 2005;Megargee, 2009); and the NEO Personality Inventory-3 (NEO-PI-3; McCrae & Costa, 2010;McCrae et al, 2005).…”

Section: Personalitymentioning

confidence: 99%

“…They provide benefits not only to employees with disabilities but also to their employers. Specifically, providing job accommodations when needed can reduce employee turnover, increase productivity, limit the cost of new worker training, and reduce absenteeism (Gower et al, 2014). Job modifications or alterations in work tasks or formats are another form of workplace accommodations that can be helpful to maintaining one's job given functional limitations in the workplace.…”

Section: Workplace Accommodationsmentioning

confidence: 99%

Work disability.

Sung,

Nasamran

2023

Career Psychology: Models, Concepts, and Counseling for Meaningful Employment.

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W ork is an important milestone and protective factor in adulthood, including for individuals with disabilities and chronic health conditions. The benefits of employment extend beyond financial security and income; work also contributes to an individual's independence, community participation, sense of purpose and accomplishment, well-being, and quality of life. Thus, absence of work or the loss of the ability to work can affect one's identity, self-esteem, self-worth, social connections, and purpose.Individuals with disabilities face multiple challenges and barriers in finding and maintaining employment. The impact of disability on work experience depends on a myriad of factors beyond the disability or health condition, such as the nature of the job (e.g., tasks, roles, hours, demands), the work environment and culture (e.g., company's disability policy and compliance, physical accessibility, coworker/supervisor attitudes, structural ableism), available resources (e.g., social support, transportation, assistive technology, symptom/health management, on-the-job supports), and barriers to work (e.g., depression, internalized ableism, medication side effects, job dissatisfaction, legal issues).According to the U.S. Centers for Disease Control and Prevention and the U.S. Census Bureau, approximately one in four Americans, about 61.4 million American adults, are currently living with a disability (Okoro et al., 2018). Individuals with disabilities are a large and growing minority group in the United States, second only to combined ethnic groups (Taylor, 2018). According to the U.S. Department of Labor, Bureau of Labor Statistics (2020), 30.9% of individuals with a disability age 16 to 64 are employed compared with 74.6% of people Copyright American Psychological Association. Not for further distribution.

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Elements of Effective Job Placement: Environmental Context, Employer Relationships, and Understanding the Job Seeker

Cited by 2 publications

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Microaggressions experienced by people with multiple sclerosis in the workplace: An exploratory study using Sue’s taxonomy.

Microaggressions experienced by people with multiple sclerosis in the workplace: An exploratory study using Sue’s taxonomy.

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