Working Conditions in Social Firms and Health Promotion Interventions in Relation to Employees’ Health and Work-Related Outcomes—A Scoping Review

Kordsmeyer, Ann-Christin; Lengen, Julia Christine; Kiepe, Niklas; Harth, Volker; Mache, Stefanie

doi:10.3390/ijerph17113963

Cited by 12 publications

(49 citation statements)

References 84 publications

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“…Qualitative themes suggest this may be accounted for by the generally supportive ethos of social firms, specifically atmospheres of openness and acceptance about mental health issues, flexibility, and strong peer and management support. There are similarities with the findings of other research on social firms, including both survey work [ 30 , 32 , 33 ] and smaller qualitative studies [ 35 – 38 , 46 ]. In particularly, the importance of social support, workplace accommodations, and an accepting working environment as defining features of social firms is highlighted internationally in this body of work.…”

Section: Discussionsupporting

confidence: 80%

“…While IPS has been the principal vocational rehabilitation model internationally, it implementation in the UK and elsewhere has been problematic, particularly in relation to employment sustainability [ 17 ]. Social firms provide a different vocational rehabilitation model in which longer job tenure appears to be related to a workplace culture where accommodations and support are central [ 32 , 33 ]. They can provide longer-term employment within a dynamic model of vocational rehabilitation that is valued by many.…”

Section: Discussionmentioning

confidence: 99%

“…There is international evidence that social firms can provide sustainable employment and promote social inclusion whilst operating as prosperous businesses [ 28 , 30 ], although many also receive government subsidies that assist their financial viability whilst also supporting disadvantaged groups [ 31 ]. They typically offer more workplace accommodations and forms of support to employees than mainstream work environments [ 30 , 32 , 33 ]. High job satisfaction among employees with mental health problems has been reported in Italian social firms, linked to workplace accommodations and support from co-workers [ 34 ].…”

Section: Introductionmentioning

confidence: 99%

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Vocational rehabilitation via social firms: a qualitative investigation of the views and experiences of employees with mental health problems, social firm managers and clinicians

et al. 2021

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Background Employment within social firms in the UK is under-developed and under-researched, but a potentially beneficial route to vocational rehabilitation for people with mental health problems. This study explores the views and experiences of employees with mental ill-health, managers of social firms and mental health clinicians, in order to understand the potential value of social firms for the vocational rehabilitation, employment and well-being of people with mental health problems. Methods Semi-structured interviews were conducted with 23 employees with mental health problems in 11 social firms in England. A focus group and individual interviews were conducted with 12 managers of social firms. Two focus groups were held with 16 mental health clinicians. Data were analysed using thematic analysis. Results Most employees expressed very positive views about working in a social firm. In responses from both employees and social firm managers, an overarching theme regarding the supportive ethos of social firms encompassed several related features: openness about mental health issues; peer, team and management support; flexibility; and support to progress and develop skills over time. Managers identified benefits of employing people with mental health problems who were sufficiently recovered. Knowledge of social firms within clinician focus groups was very limited, although clinicians thought they could be a welcome additional vocational resource. Conclusions High levels of job satisfaction among social firm employees may be explained by the supportive ethos of these working environments. Social firms have potential to be a helpful addition to the range of vocational pathways available for people with mental ill-health. Further mixed methods investigations of experiences and outcomes in order to understand who engages with and benefits from this form of vocational rehabilitation would be valuable in informing decisions about scaling up the model.

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Section: Discussionsupporting

confidence: 80%

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Vocational rehabilitation via social firms: a qualitative investigation of the views and experiences of employees with mental health problems, social firm managers and clinicians

et al. 2021

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“…Another cross-sectional study of Canadian social firms reported that the average length of job in social enterprises in Quebec was 77.8 months and in social enterprises in Ontario was 66.5 months, both of which are substantially longer than the average of 8 months reported in IPS trials (58). Finally, a recent scoping review of social firms research reported that average job tenure of people with disabilities ranged from 15 months (median) to 7.3 years (mean), with seven studies reporting an average job tenure of over 5 years (59). While these studies were not able to confirm causation of better job tenure, it is suggested that the availability of workplace accommodations without specific disclosure is associated with job retention.…”

Section: Social Firmsmentioning

confidence: 91%

Vocational Service Models and Approaches to Improve Job Tenure of People With Severe and Enduring Mental Illness: A Narrative Review

2021

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Employment is a valued occupation that offers a sense of meaning, identity, and belonging. For people with severe and enduring mental illness, employment has also been associated with personal recovery and decreased use of mental health services. However, this population continues to be underrepresented in the labor market. Sustainable employment is often challenging for people with severe and enduring mental illness, due to a combination of personal, organizational and systemic issues. While Individual Placement and Support is an evidence-based model of employment support known to improve job attainment for people with mental illness, job retention and sustained workforce participation continue to be challenges. This narrative literature review was undertaken to address the question: “What vocational service models and approaches improve job tenure for this population?” CinAHL, Medline, Embase, PsycINFO, and Cochrane Library were searched for the period 2005–2020, using key terms and subject headings, including “severe mental illness,” “psychiatric disabilit*,” “job tenure,” and “job retention.” Several adjunct interventions may enhance job retention, including skills training, cognitive interventions, psychological interventions, and supported education, while social firms offer a different approach focused on creating new, sustainable job opportunities. Peer support and support from family and friends also appear to be important, and emerging evidence suggests that employment specialist practices, technology, self-management, and workplace accommodations may each also influence job tenure. Service providers could make more use of these non-clinical vocational approaches to improve employment retention for people with severe and enduring mental illness.

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“…In social firms, different types of job resources were provided for employees [ 7 ], like social support [ 2 – 4 , 8 – 27 ], flexibility regarding work schedules, work tasks or pace of work [ 2 – 4 , 8 , 10 – 13 , 16 , 19 , 22 – 24 , 26 ], structured work tasks [ 2 , 3 , 8 , 10 – 13 , 19 – 23 , 25 – 27 ], different options for training like the gradually introduction of tasks or access to educational resources [ 4 , 11 , 16 , 19 , 25 ] and increased levels of job security [ 3 , 8 , 10 – 12 , 19 , 23 , 24 , 26 , 27 ]. One essential resource is personified by supervisors themselves promoting a supportive work environment [ 2 , 3 , 8 , 11 , 19 , 26 ].…”

Section: Introductionmentioning

confidence: 99%

Balancing social and economic factors - explorative qualitative analysis of working conditions of supervisors in German social firms

Kordsmeyer

Efimov

Lengen

et al. 2022

J Occup Med Toxicol

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Background Social firms are companies on the general labour market which provide employment to people with severe disabilities. In this setting different job resources are offered for its employees, including social support or flexibility in terms of working hours, tasks or pace of work. However, to date, only limited evidence exists on the work and health situation of supervisors in social firms. Therefore, the study aims to explore job demands and resources of supervisors in social firms to increase knowledge in a little researched field and to develop recommendations for action on workplace health promotion. Methods Sixteen semi-structured telephone interviews were conducted with supervisors of social firms in the North of Germany within July and November 2020. Different sectors such as gastronomy or cleaning services as well as employment opportunities for people with different types of disabilities were included. The interviews were recorded, transcribed verbatim and analysed following the qualitative content analysis according to Mayring (deductive-inductive approach). Results Overall, a heterogeneous composition was aimed for in terms of age and gender distribution (68.75% were male and between 32 and 60 years old). Supervisors reported various job demands in social firms, including for instance emotional demands, conflicts between social and economic objectives, conflict management, exposure to heat, heavy lifting or constant standing. In contrast, a high meaning of work, possibilities in shaping the structure of the social firm, social support of colleagues or the management and the provision of an ergonomic work environment were highlighted as job resources. Further person-related demands (e.g. own expectations) and resources (e.g. patience) were underlined as well. Conclusion First exploratory insights were provided with reference to job demands and resources for supervisors in social firms. The overview on working conditions underlines the significance of a supportive work environment taking structural and behavioural-related implications into account to reduce demands and strengthen resources. Further interventional research is needed regarding the development, testing and evaluation of workplace health promotion interventions in social firms.

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Working Conditions in Social Firms and Health Promotion Interventions in Relation to Employees’ Health and Work-Related Outcomes—A Scoping Review

Cited by 12 publications

References 84 publications

Vocational rehabilitation via social firms: a qualitative investigation of the views and experiences of employees with mental health problems, social firm managers and clinicians

Vocational rehabilitation via social firms: a qualitative investigation of the views and experiences of employees with mental health problems, social firm managers and clinicians

Vocational Service Models and Approaches to Improve Job Tenure of People With Severe and Enduring Mental Illness: A Narrative Review

Balancing social and economic factors - explorative qualitative analysis of working conditions of supervisors in German social firms

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