Supported Employment for People with Intellectual Disability: The Effects of Job Breakdown on Psychological Well‐Being

Abstract

Background This paper focuses on the transition to supported employment for people with intellectual disabilities paying particular attention to the impact of job breakdown on psychological well‐being; an issue often omitted from studies. Materials and Methods Forty‐nine people with intellectual disabilities were interviewed within 3 months of entering supported employment and 9–12 months later. Data collection involved in‐depth interviews with people with intellectual disabilities, their carers and employers and completion of a self‐report measure of depression and anxiety (an adapted form of the Hospital Anxiety and Depression Scale), and a self‐report measure of quality of life (the ComQol). Results By time of the follow‐up interviews, 13 of the 49 jobs had broken down. Analysis of scores measuring quality of life, anxiety and depression showed no effect for loss of employment. However, interviews with participants indicated that job loss had a considerable impact on those affected. Conclusions There were a wide range of reasons for job breakdown, many of which were particular to the circumstances of people with intellectual disabilities. Although job breakdown does not have an impact of anxiety or depression many participants found job loss traumatic.

Staff experiences of supported employment with the Sustainable Hub of Innovative Employment for people with Complex needs

“…Upon reflection, interviewees often expressed the need for a balanced view when committing to supported employment; a need to be able to take the 'rough with the smooth' and persevere despite the barriers encountered. These emotional reactions form an interesting parallel to those reported elsewhere for service users themselves (Banks et al 2010;Jahoda et al 2008).…”

“…These emotional reactions form an interesting parallel to those reported elsewhere for service users themselves (Banks et al . ; Jahoda et al . ).…”

The association between employment and the health of people with intellectual disabilities: A systematic review

“…This association is demonstrated in all of the four studies receiving the highest possible MMAT score (Emerson & Hatton, 2008;Emerson et al, 2018aEmerson et al, , 2018bFoley et al, 2014). Where studies report non-significant findings, in some cases this may be because studies are underpowered with insufficient cases or use measures which may be insensitive to change (Banks et al, 2010;Stephens et al, 2005).…”

“…An Australian study of a total of 44 people with intellectual disabilities found that scores on Rosenberg's Depressive Affect Scale indicated lower depressive affect for people with intellectual disabilities who were competitively employed than those in sheltered employment or unemployment, but this was not statistically significant (Jiranek & Kirby, 1990). One longitudinal study found no differences in scores on a measure of depression and anxiety for those who did and did not stay in SE (Banks, Jahoda, Dagnan, Kemp, & Williams, 2010 Two studies reported outcomes in relation to behaviour problems. A longitudinal study from Australia looked at changes in behaviour problems for young people with Down syndrome who remained in the same post-school day occupation for 2 years .…”

The Distinct Value of Occupational Therapy in Supported Employment of Adults with Intellectual Disabilities

“…Supported employees, however, are faced with challenges. Issues found in the literature include: barriers to attaining employment associated with disability (Van Mechelen, Verhoef, Van Asbeck, & Post, 2008;Wang, Kapellusch, & Garg, 2014), problems associated with job separation (Banks, Jahoda, Dagnan, Kemp, & Williams, 2010;Lagomarcino & Rusch, 1990), and low rates of self-sufficiency in the worker role (Cimera, Rusch, & Heal, 1998). One study found that for adults with spina bifida, barriers to attaining employment included physical or mental demands, limited transportation, the inaccessibility of buildings, and the reluctance of employers to hire them (Van Mechelen et al, 2008).…”