Vocational challenges in severe mental illness: A qualitative study in persons with professional degrees

Thomas, Tamlyn; Muliyala, Krishna Prasad; Jayarajan, Deepak; Angothu, Hareesh; Thirthalli, Jagadisha

doi:10.1016/j.ajp.2019.03.011

Cited by 43 publications

(43 citation statements)

References 31 publications

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“…Several studies Fig. 1 Flowchart of search mentioned the belief of employers that people with disabilities are incompetent to work; employers questioned the productivity, work abilities, and reliability of people with disabilities [30,[35][36][37][38][39][40]. In case of mental disabilities, studies found that employers had the presumption that emotional vulnerability affects cognitive capacity and decision-making ability and limits a worker's ability to deal with stress or pressure [30,37,38].…”

Section: Employersmentioning

confidence: 99%

“…Health related stigma was often found to lead to discriminatory behaviours by employers, which made it challenging for people with disabilities to find or maintain sustainable employment. First, health related stigma negatively affected hiring decisions: a quarter of the selected studies showed that employers were reluctant to hire people with disabilities [17,20,30,33,37,39,42,43,[47][48][49][50][51][52][53][54][55][56][57][58][59][60][61]. Once an employer was aware that a job candidate had a disability, the employer was inclined to focus more on the disability rather than on his/her actual abilities and skills [62,63].…”

Section: Employersmentioning

confidence: 99%

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In What Ways Does Health Related Stigma Affect Sustainable Employment and Well-Being at Work? A Systematic Review

et al. 2021

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Purpose Studies are increasingly showing that health related stigma is a barrier to employment, but it is not known how. The aim of this systematic review is to identify, appraise and analyse studies that have directly or indirectly addressed ways in which stigma affects sustainable employment and well-being at work of people with disabilities. Methods Using a multiphase screening process, this review is based on a comprehensive literature search (2000–2019) carried out in six electronic databases: Embase, Web of Science, Medline Ovid, Cochrane CENTRAL, PsycINFO and Google Scholar. Results 7.263 publications were identified; 96 studies were found eligible to be included in the review. 72% of the studies were conducted in North America or Europe. Few studies directly assessed how stigma affects the employment of people with disabilities. Most studies highlighted that attitudes and behaviour of employers formed a barrier to employment, as well as anticipated stigma and self-stigma in people with health problems. However, the findings also showed that the attitudes and behaviour of co-workers, health care professionals, reintegration professionals, customers, and family and friends could act as a barrier to employment although these influences are under-researched. Although many similarities were seen in the relevant findings of studies about both physical and mental disabilities, several nuances were found. Conclusion Stigma hampers sustainable employment and well-being in multiple ways. Whereas the number of publications on this topic is rapidly increasing, the roles of health care professionals, reintegration professionals, co-workers, customers, and family and friends particularly warrant more attention.

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Section: Employersmentioning

confidence: 99%

Section: Employersmentioning

confidence: 99%

In What Ways Does Health Related Stigma Affect Sustainable Employment and Well-Being at Work? A Systematic Review

et al. 2021

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“…The factors that have been found to hinder PwSMI from maintaining a job include symptoms, adverse effects of medications, unfavorable working environment, stigma, poor supports at the workplace, and demoralization. 3 Several facilitating factors have also been reported, including individual factors such as the ability to cope with the illness, motivation to work, and better skills, and environmental factors such as positive relationships at work, rehabilitation interventions, good ser-T he prevalence of severe mental illnesses (SMI) such as non-affective psychoses has been reported to be 1.4% and that of bipolar affective dis-Reasonable Accommodation at the Workplace for Professionals with Severe Mental Illness: A Qualitative Study of Needs vice coordination, a supportive employer having clear expectations, recognition, and support from family and friends. 3,4 The United Nations Convention on the Rights of Persons with Disabilities (UNCRPD) brought about a paradigm shift from a "charity-based" to a "rightsbased" perspective.…”

mentioning

confidence: 99%

mentioning

confidence: 99%

Reasonable Accommodation at the Workplace for Professionals with Severe Mental Illness: A Qualitative Study of Needs

Rangarajan

Muliyala

Jadhav

et al. 2020

Indian Journal of Psychological Medicine

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Background: Professionals with Severe Mental Illness (PwSMI) often face challenges in obtaining and retaining employment. For equal and effective participation, they may require reasonable workplace adjustments. The recently legislated Rights of Persons With Disabilities Act 2016 in India defines such adjustments as reasonable accommodations. Methods: In-depth qualitative interviews were conducted with 15 consenting PwSMI availing psychiatric rehabilitation services at a tertiary mental health institute in India, five mental health professionals, and five employers. The audio-recorded interviews were transcribed and coded manually by two independent investigators. Inductive content analysis approach was used for qualitative analysis. Results: The detected themes included modifications in work schedule, supports to improve work efficiency, modifications in the work environment, modifications in the work-related appraisal, supportive employer policy, and integration of services. The participants described the term “undue burden” to be ambiguous. Conclusions: The reported reasonable accommodations are non-structural and mainly dependent on human assistance. Vocational rehabilitation and job reintegration efforts can focus on guided negotiations between employers and PwSMI. This is dependent on at least some degree of disclosure. Awareness regarding reasonable accommodation and stigma reduction is necessary for successful implementation.

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“…Beyond the economic losses incurred from sickness absences, absence from work due to mental health problems can result in personal costs to the individual themselves. Employment is central to identity and beneficial for mental health as it enhances confidence and self-esteem, offers coping strategies, enables the development of positive relationships, provides financial rewards and lessens the risk of psychological distress (Thomas et al , 2019; Dunn et al , 2008; Waddell and Burton, 2006; Mental Health Foundation, 2012). This indicates that the workplace may be a helpful environment for facilitating recovery among those with mental health problems.…”

Section: Introductionmentioning

confidence: 99%

Investigating the barriers and facilitators to implementing mental health first aid in the workplace: a qualitative study

Narayanasamy

Thomson

Coole

et al. 2020

JMHTEP

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Purpose There has been little research into the use and efficacy of Mental Health First Aid (MHFA) across UK workplaces. This paper aims to investigate the implementation of MHFA across six UK organisations, identifying key barriers and facilitators. Design/methodology/approach Twenty-seven workplace representatives were recruited from six organisations through purposive sampling and took part in semi-structured interviews exploring their experiences of workplace MHFA. The data underwent thematic analysis, identifying key themes around implementation. Findings Implementation varied across organisations, including different reasons for initial interest in the programme, and variable ways that MHFA-trained employees operated post-training. Key barriers to successful implementation included negative attitudes around mental health, the perception that MHFA roles were onerous, and employees’ reluctance to engage in the MHFA programme. Successful implementation was perceived to be based on individual qualities of MHFA instructors and good practice demonstrated by trained individuals in the workplace. The role of the inner organisational setting and employee characteristics were further highlighted as barriers and facilitators to effective implementation. Research limitations/implications MHFA is a complex intervention, presenting in different ways when implemented into complex workplace settings. As such, traditional evaluation methods may not be appropriate for gaining insights into its effectiveness. Future evaluations of workplace MHFA must consider the complexity of implementing and operationalising this intervention in the workplace. Originality/value This study is the first to highlight the factors affecting successful implementation of MHFA across a range of UK workplaces.

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Vocational challenges in severe mental illness: A qualitative study in persons with professional degrees

Cited by 43 publications

References 31 publications

In What Ways Does Health Related Stigma Affect Sustainable Employment and Well-Being at Work? A Systematic Review

In What Ways Does Health Related Stigma Affect Sustainable Employment and Well-Being at Work? A Systematic Review

Reasonable Accommodation at the Workplace for Professionals with Severe Mental Illness: A Qualitative Study of Needs

Investigating the barriers and facilitators to implementing mental health first aid in the workplace: a qualitative study

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