Exploring a non-universal understanding of waged work and its consequences: sketching out employment activation for people with an intellectual disability

Abstract

Background: Supported Employment has been advocated for by successive governments and policymakers alike as the best approach to employment inclusion for people with an intellectual disability who are in receipt of social care. Yet only 5.2% of this demographic are in any form of work and these numbers have been persistently stagnant for many years.Aims: This study aimed to explore the employment landscape and grapple with the intersecting layers of policy consequence for people who have an intellectual disability, and are in receipt of social care, who wish to engage with work preparation employment support.Methods: As an active participant in the field, this study was ethnographic and conducted at a new job club that had been established in England. In addition, three further sites of complementary data were explored in Wales, through interviews and focus groups.Findings: This study demonstrates that there is a mismatch between how evidence informs policy, and how funding is allocated to support with work preparation. Those unable to secure Supported Employment services are, instead, navigating extreme employment disadvantage and scant opportunities, in the open labour market. Further, bound up in this analysis is evidence of a non-universal understanding of waged work where any form of financial remuneration is welcome.Discussion and conclusion: Overall, with a mismatch between evidence that informs policy, policy rhetoric, realistic employment prospects, and available work, without a fundamental employment policy shift, the very low employment rates within this demographic will not increase.<br />Key messages<ul><li>People with intellectual disabilities can experience extreme employment exclusion;</li><br /><li>There is a mismatch between how evidence informs policy and the allocation of funding and work preparation support;</li><br /><li>People with intellectual disabilities can be taken advantage of and work for little or no pay;</li><br /><li>Ethnographic research methods can capture complex and nuanced data to support social change.</li></ul>

Best practices in evaluating work integration social enterprises for persons with intellectual disabilities: A scoping review

“…With the growing appreciation of the importance of choice in all aspects of life for persons with ID and others, it seems evident that there is a need for multiple employment options. For example, while supported employment is broadly seen as the 'gold standard' in employment for people with ID (e.g., Cheng et al, 2018;Khoronzhevych et al, 2021), it is clear that in many regions this approach has failed to address the low employment participation of this group (Dearing, 2021). Thus, it may be that the focus of research going forward needs to be less on comparing the relative impact of one employment choice over the other on personal, social and economic outcomes, but instead focusing on how to make each option (be it SE, supported employment, or self-employment) maximally impactful.…”

“…The SE model has sometimes been adopted in markets with limited competitive job opportunity in order to provide the extended periods of work adjustment and intensive support that some individuals require, and in response to worker preferences for certain types of work and work environments. For example, WISEs have been created in rural communities where there are few options for employment, generating employment for persons with ID and other community members (Dearing, 2021; Steiner & Teasdale, 2019). They have also emerged in urban settings where a market niche was evident, providing an opportunity to create a large volume of entry level jobs and/or transitional training (Buckingham & Teasdale, 2013).…”

Work aspirations, intellectual disability and ‘cruelling out’ the mark in the job club

“…The results of this see individuals with intellectual disabilities who fall out of the bounds of this criteria, yet wish to explore work, being excluded from the programmes set up to support them. In response, care providers, operating under the premise of employment activation, are developing 'employability hubs' for people who would have once attended a traditional day centre (Dearing, 2021). Yet, there is little opportunity offered here to support people into meaningful paid work, and instead, their aspirations are cooled into accepting unpaid work as a substitute.…”

Diversity and inclusion policies in publicly traded New Zealand companies: inclusion of people with intellectual disabilities

“…Both Australia and NZ face challenges in employing people with learning disabilities. People with learning disabilities often receive lower pay and have limited opportunities, leading to exploitation (Dearing, 2021). Only 11% of people with learning disabilities are employed in the UK (Humphrey-Rush, 2020).…”

“…Only 11% of people with learning disabilities are employed in the UK (Humphrey-Rush, 2020). Despite government efforts, the UK funding allocation is insufficient to meet employment goals for individuals with learning disabilities (Dearing, 2021).…”