Background: People with intellectual disabilities (ID) experience high unemployment due to external (stigma, parental overprotection and low expectations) and internal (learned helplessness) barriers. Although Lebanon was a pioneer among Arab countries in its legislative and social activism toward inclusion of disabled people, stigma persists and a benevolence model of disability still prevails. Aims: This article aims at identifying the needs of people with ID, and proposing directions for future work toward their inclusion in the Lebanese workplace, based on identified needs. Methodology: A literature search for articles on ID in Lebanon and national and regional reports on employment of people with ID over the past two decades was performed, excluding all documentation using unclear definitions of ID or focusing on mental illness. Findings: Analysis of the literature highlighted the need for more familiarity and contact with, for more visibility of, and more market-competent training for people with ID in Lebanon. Conclusions and implications: Prejudice and faulty conceptions of ID can be reduced by increasing visibility of people with ID through increased everyday life contact opportunities. Change is urged at the level of organisational sheltered training to provide a more market-competent training for ensuring proper job placement of people with ID in mainstream labour.
{"title":"Visibility, Contact and Market-Competence: Keys to the Inclusion of People With Intellectual Disabilities in the Lebanese Workplace","authors":"Rita Merhej","doi":"10.1017/idm.2020.3","DOIUrl":"https://doi.org/10.1017/idm.2020.3","url":null,"abstract":"Background: People with intellectual disabilities (ID) experience high unemployment due to external (stigma, parental overprotection and low expectations) and internal (learned helplessness) barriers. Although Lebanon was a pioneer among Arab countries in its legislative and social activism toward inclusion of disabled people, stigma persists and a benevolence model of disability still prevails. Aims: This article aims at identifying the needs of people with ID, and proposing directions for future work toward their inclusion in the Lebanese workplace, based on identified needs. Methodology: A literature search for articles on ID in Lebanon and national and regional reports on employment of people with ID over the past two decades was performed, excluding all documentation using unclear definitions of ID or focusing on mental illness. Findings: Analysis of the literature highlighted the need for more familiarity and contact with, for more visibility of, and more market-competent training for people with ID in Lebanon. Conclusions and implications: Prejudice and faulty conceptions of ID can be reduced by increasing visibility of people with ID through increased everyday life contact opportunities. Change is urged at the level of organisational sheltered training to provide a more market-competent training for ensuring proper job placement of people with ID in mainstream labour.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-10-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90428189","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract Although companies increasingly focus on the social dimension in corporate sustainability, there seems to be a lack of understanding how and to what extent disability and accessibility frameworks and activities are integrated in corporate sustainability reports. In this article, we aim to close this gap by (a) analysing the disability and accessibility (D&A) activities from the largest 50 companies in Europe based on their corporate sustainability reports, and (b) advancing a simplified conceptual framework for D&A that can be used in corporate reporting. In particular, we provide an overview about corporate D&A reporting and associated activities according to three identified areas: (a) workforce, (b) workplace, and (c) products and services. Our findings are twofold: First, the majority of the companies address D&A in their corporate sustainability reports mainly under the diversity umbrella, but lack a detailed debate about the three identified areas. Second, we found that existing frameworks for D&A are hardly used because either they are not focused on corporate reporting or seem too difficult or complicated to complete. Thus, our framework not only represents a first opportunity to foster the implementation of a D&A framework within the social dimension of corporate sustainability reports, but also presents a holistic yet flexible management tool that takes into account the most critical elements while shaping implementation, directing evaluation and encouraging future planning of D&A initiatives. As such, this study contributes to and extends the limited amount of research of D&A activities in the social dimension in corporate sustainability reporting.
{"title":"The Role of Disability and Accessibility in Corporate Sustainability Reporting","authors":"Christian Vogelauer, D. Herold, Elmar Fuerst","doi":"10.1017/idm.2020.6","DOIUrl":"https://doi.org/10.1017/idm.2020.6","url":null,"abstract":"Abstract Although companies increasingly focus on the social dimension in corporate sustainability, there seems to be a lack of understanding how and to what extent disability and accessibility frameworks and activities are integrated in corporate sustainability reports. In this article, we aim to close this gap by (a) analysing the disability and accessibility (D&A) activities from the largest 50 companies in Europe based on their corporate sustainability reports, and (b) advancing a simplified conceptual framework for D&A that can be used in corporate reporting. In particular, we provide an overview about corporate D&A reporting and associated activities according to three identified areas: (a) workforce, (b) workplace, and (c) products and services. Our findings are twofold: First, the majority of the companies address D&A in their corporate sustainability reports mainly under the diversity umbrella, but lack a detailed debate about the three identified areas. Second, we found that existing frameworks for D&A are hardly used because either they are not focused on corporate reporting or seem too difficult or complicated to complete. Thus, our framework not only represents a first opportunity to foster the implementation of a D&A framework within the social dimension of corporate sustainability reports, but also presents a holistic yet flexible management tool that takes into account the most critical elements while shaping implementation, directing evaluation and encouraging future planning of D&A initiatives. As such, this study contributes to and extends the limited amount of research of D&A activities in the social dimension in corporate sustainability reporting.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85121541","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Laura M. Heron, Rumi Agarwal, Ingrid Gonzalez, Tan Li, Stephanie Garcia, Marlaina Maddux, Nicole Attong, S. Burke
Employment is a crucial part of adult life and is associated with improved health outcomes. However, despite the several advantages of hiring individuals with intellectual and development disabilities (IDD), the employment rate for this population is still low. An employment conference was organised to inform participants of successful employment initiatives, and to increase our understanding of local employer challenges regarding the recruitment, hire, and retention of employees with IDD. Descriptive statistics were used to assess common methods of recruitment, potential helpful hiring strategies, and recruitment, hire, and retention challenges, and an ordinal logistic regression was conducted to examine whether responses differed based on demographic variables. The conference was evaluated by gathering data on several facets of participant satisfaction. Findings brought to light several key challenges that can be used to create more targeted interventions and supports. Responses to several questions differed by demographics (such as company size and industry type), which represent important areas for future research to examine. Participants reported being satisfied with the conference, and many indicated that their attitudes had changed towards disability and that they were more likely to employ individuals with IDD in the future. Systematically addressing barriers to employment is essential in order to reduce the employment gap and improve outcomes for individuals with IDD. Ultimately, conferences that aim to educate participants about successful programs and strategies represent a promising practice that can increase employment opportunities for individuals with IDD.
{"title":"Understanding Local Barriers to Inclusion for Individuals With Intellectual and Developmental Disabilities Through an Employment Conference","authors":"Laura M. Heron, Rumi Agarwal, Ingrid Gonzalez, Tan Li, Stephanie Garcia, Marlaina Maddux, Nicole Attong, S. Burke","doi":"10.1017/idm.2020.1","DOIUrl":"https://doi.org/10.1017/idm.2020.1","url":null,"abstract":"Employment is a crucial part of adult life and is associated with improved health outcomes. However, despite the several advantages of hiring individuals with intellectual and development disabilities (IDD), the employment rate for this population is still low. An employment conference was organised to inform participants of successful employment initiatives, and to increase our understanding of local employer challenges regarding the recruitment, hire, and retention of employees with IDD. Descriptive statistics were used to assess common methods of recruitment, potential helpful hiring strategies, and recruitment, hire, and retention challenges, and an ordinal logistic regression was conducted to examine whether responses differed based on demographic variables. The conference was evaluated by gathering data on several facets of participant satisfaction. Findings brought to light several key challenges that can be used to create more targeted interventions and supports. Responses to several questions differed by demographics (such as company size and industry type), which represent important areas for future research to examine. Participants reported being satisfied with the conference, and many indicated that their attitudes had changed towards disability and that they were more likely to employ individuals with IDD in the future. Systematically addressing barriers to employment is essential in order to reduce the employment gap and improve outcomes for individuals with IDD. Ultimately, conferences that aim to educate participants about successful programs and strategies represent a promising practice that can increase employment opportunities for individuals with IDD.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-05-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79121524","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract Employability assessment was developed to help claims professionals decide total and permanent disability insurance claims, yet it has not been empirically evaluated. This descriptive study sought formative knowledge about employability assessment from claims professionals working in the multibillion-dollar Australian life insurance total and permanent disability market. Claims assessors (n = 53) and technical advisors (n = 51) responded to a nationwide online survey. Participants found employability assessment was cost effective and very useful in deciding claims. Having an objective, realistic, and clear picture of a claimant’s employment prospects was important. Highly rated components of employability assessment included transferable skills analysis; summary of education, training and experience; job match rationale; and labour market analysis with employer contact. Face-to-face claimant interviews were favoured by 56% of participants, particularly when there was legal involvement. Standardised provider training and certification were recommended to improve report quality and withstand scrutiny of the courts. Billing time estimates are higher than extant costs for assessment tasks. More than half (56%) the participants considered rehabilitation counsellors were best qualified to conduct employability assessments. The study findings contribute new knowledge to this emergent field and point to further research into quality and cost of employability assessment, and provider accreditation.
{"title":"Employability Assessment in Australian Total and Permanent Disability Insurance Claims: A Survey of Claims Professionals’ Views","authors":"M. Black, L. Matthews, M. Millington","doi":"10.1017/idm.2019.5","DOIUrl":"https://doi.org/10.1017/idm.2019.5","url":null,"abstract":"Abstract Employability assessment was developed to help claims professionals decide total and permanent disability insurance claims, yet it has not been empirically evaluated. This descriptive study sought formative knowledge about employability assessment from claims professionals working in the multibillion-dollar Australian life insurance total and permanent disability market. Claims assessors (n = 53) and technical advisors (n = 51) responded to a nationwide online survey. Participants found employability assessment was cost effective and very useful in deciding claims. Having an objective, realistic, and clear picture of a claimant’s employment prospects was important. Highly rated components of employability assessment included transferable skills analysis; summary of education, training and experience; job match rationale; and labour market analysis with employer contact. Face-to-face claimant interviews were favoured by 56% of participants, particularly when there was legal involvement. Standardised provider training and certification were recommended to improve report quality and withstand scrutiny of the courts. Billing time estimates are higher than extant costs for assessment tasks. More than half (56%) the participants considered rehabilitation counsellors were best qualified to conduct employability assessments. The study findings contribute new knowledge to this emergent field and point to further research into quality and cost of employability assessment, and provider accreditation.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76538901","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
T. Geisen, Benedikt Hassler, Shannon L. Wagner, N. Buys, Christine Randall, H. Harder, Alex Fraess-Phillips, I. T. Yu, C. Howe, Liz Scott
Abstract In Western countries, an increasing number of companies has difficulties with recruiting and retaining employees, along with growing employer responsibilities in the workplace. Therefore, companies’ interest in disability management programs has increased. This article examines employee perspectives of disability management and how it is related to job satisfaction, physical and mental health, workplace morale and sickness absence. Employees from seven Swiss companies (N=482), from the private and public sector, participated in either an online and paper-and-pencil survey for this present study. The survey asked employees to report their views of how disability management is related to job satisfaction, mental health, physical health, workplace morale and absenteeism. The Swiss employees participating in the study knew about disability management and related programs, which are implemented in their company. They valued them as moderately helpful for a variety of factors related to workplace wellbeing, and regarded the programs generally as high quality and wanted them to continue, because they contribute to job satisfaction, mental health, physical health, workplace morale and reduced sickness absence. However, employees also saw more value in disability prevention (DP) and stay at work (SAW) programs than in return to work (RTW) programs. Male employees and those working for public organisations saw more benefit in disability management programs than female employees and those working in the private sector.
{"title":"Raising Awareness and Appreciation: Employee Perspectives on Disability Management in Swiss Companies","authors":"T. Geisen, Benedikt Hassler, Shannon L. Wagner, N. Buys, Christine Randall, H. Harder, Alex Fraess-Phillips, I. T. Yu, C. Howe, Liz Scott","doi":"10.1017/idm.2019.1","DOIUrl":"https://doi.org/10.1017/idm.2019.1","url":null,"abstract":"Abstract In Western countries, an increasing number of companies has difficulties with recruiting and retaining employees, along with growing employer responsibilities in the workplace. Therefore, companies’ interest in disability management programs has increased. This article examines employee perspectives of disability management and how it is related to job satisfaction, physical and mental health, workplace morale and sickness absence. Employees from seven Swiss companies (N=482), from the private and public sector, participated in either an online and paper-and-pencil survey for this present study. The survey asked employees to report their views of how disability management is related to job satisfaction, mental health, physical health, workplace morale and absenteeism. The Swiss employees participating in the study knew about disability management and related programs, which are implemented in their company. They valued them as moderately helpful for a variety of factors related to workplace wellbeing, and regarded the programs generally as high quality and wanted them to continue, because they contribute to job satisfaction, mental health, physical health, workplace morale and reduced sickness absence. However, employees also saw more value in disability prevention (DP) and stay at work (SAW) programs than in return to work (RTW) programs. Male employees and those working for public organisations saw more benefit in disability management programs than female employees and those working in the private sector.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83276506","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract Objectives: The use of evidence-based practice (EBP) guidelines by psychologists working within the State Insurance Regulatory Authority (SIRA) compensation schemes for treating musculoskeletal injuries has been found to vary. The aim of this study was to qualitatively explore psychologists’ perceived barriers to adhering with EBP guidelines implemented by the New South Wales (NSW) SIRA. Methods: Registered psychologists (n = 20) working within the NSW SIRA compensation schemes participated in four focus groups conducted face-to-face (F2F) and online. Participants’ responses were audiotaped, transcribed verbatim and entered into NVivo 11 software. Text data were analysed to identify recurrent themes within and across groups (metropolitan, regional and rural). Results: Thematic analysis revealed three key issues: (a) a lack of trust in the validity of the recommended EBP guidelines; (b) lack of knowledge of the psychologist’s role in this context and insufficient skills to fully apply the guidelines, protocols and procedures; and (c) a poor fit between EBP guidelines, client presentations and circumstances, and the SIRA compensation schemes. Conclusion The findings showed that both individual practitioner variables and contextual barriers influenced adherence to EBP. Practical implications for future research include generating recommendations to overcome the identified barriers using a collaborative approach between policymakers, researchers and practitioners.
{"title":"Barriers to Psychologists’ Adherence to Evidence-Based Practice Guidelines for Treating Musculoskeletal Injuries Within the State Insurance Regulatory Authority Compensation Schemes","authors":"T. Haider, Debra A. Dunstan","doi":"10.1017/idm.2019.2","DOIUrl":"https://doi.org/10.1017/idm.2019.2","url":null,"abstract":"Abstract Objectives: The use of evidence-based practice (EBP) guidelines by psychologists working within the State Insurance Regulatory Authority (SIRA) compensation schemes for treating musculoskeletal injuries has been found to vary. The aim of this study was to qualitatively explore psychologists’ perceived barriers to adhering with EBP guidelines implemented by the New South Wales (NSW) SIRA. Methods: Registered psychologists (n = 20) working within the NSW SIRA compensation schemes participated in four focus groups conducted face-to-face (F2F) and online. Participants’ responses were audiotaped, transcribed verbatim and entered into NVivo 11 software. Text data were analysed to identify recurrent themes within and across groups (metropolitan, regional and rural). Results: Thematic analysis revealed three key issues: (a) a lack of trust in the validity of the recommended EBP guidelines; (b) lack of knowledge of the psychologist’s role in this context and insufficient skills to fully apply the guidelines, protocols and procedures; and (c) a poor fit between EBP guidelines, client presentations and circumstances, and the SIRA compensation schemes. Conclusion The findings showed that both individual practitioner variables and contextual barriers influenced adherence to EBP. Practical implications for future research include generating recommendations to overcome the identified barriers using a collaborative approach between policymakers, researchers and practitioners.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77139061","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The representation of people with disabilities in the Northern Ireland Civil Service (NICS) is approximately 44% less than that seen in the civil services of the United States (US) and Great Britain (GB; i.e., the United Kingdom sans Northern Ireland). Various proactive approaches to employing people with disabilities are cited for the success of the US and GB's efforts to increase the representation of disabled people in their civil services. This is important because governments as employers can be the catalyst for large-scale social change. The US and GB governments have demonstrated an intention to be this catalyst. They have done this by (a) establishing goals for the hiring of disabled people; (b) naming executives responsible for reaching these hiring goals; (c) utilising special hiring authorities; (d) executing guaranteed interview schemes; and (e) applying regulations and laws designed to employ and protect people with disabilities. These activities could be adopted in Northern Ireland (NI) to address the current inequalities in the NICS. However, the question remains whether a government that believes it has achieved disability equality in its civil service, despite comparators that say otherwise, can or will make such a concerted effort. An analysis of over 60 US, GB, and NI government and assembly documents, reports, and laws are examined and compared through the lens of critical disability theory (CDT) to identify the disconnect between the representations and the reality of figures presented about the inclusion of those with disabilities in the NICS.
{"title":"Employment in Northern Ireland's Civil Service: Social Barriers and Hyperbole Mean Disabled Need Not Apply","authors":"J. Olsen","doi":"10.1017/idm.2018.3","DOIUrl":"https://doi.org/10.1017/idm.2018.3","url":null,"abstract":"The representation of people with disabilities in the Northern Ireland Civil Service (NICS) is approximately 44% less than that seen in the civil services of the United States (US) and Great Britain (GB; i.e., the United Kingdom sans Northern Ireland). Various proactive approaches to employing people with disabilities are cited for the success of the US and GB's efforts to increase the representation of disabled people in their civil services. This is important because governments as employers can be the catalyst for large-scale social change. The US and GB governments have demonstrated an intention to be this catalyst. They have done this by (a) establishing goals for the hiring of disabled people; (b) naming executives responsible for reaching these hiring goals; (c) utilising special hiring authorities; (d) executing guaranteed interview schemes; and (e) applying regulations and laws designed to employ and protect people with disabilities. These activities could be adopted in Northern Ireland (NI) to address the current inequalities in the NICS. However, the question remains whether a government that believes it has achieved disability equality in its civil service, despite comparators that say otherwise, can or will make such a concerted effort. An analysis of over 60 US, GB, and NI government and assembly documents, reports, and laws are examined and compared through the lens of critical disability theory (CDT) to identify the disconnect between the representations and the reality of figures presented about the inclusion of those with disabilities in the NICS.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2018-07-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83418771","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
There is a growing consensus that professional action in occupational rehabilitation should be research-based, and that practice-based knowledge is needed to achieve contextual insight and new theoretical understanding. Few study design examples exist to help inform an evaluation plan and develop research-practice interactions to examine process complexity of targeted occupational rehabilitation programs. This study design article is a proposal on a theory-driven and interactive research methodology for a process evaluation of a pragmatic intervention trial, known as STAiR. The aim of the process evaluation is to examine the delivery and implementation of an inpatient and an outpatient occupational rehabilitation program, and explore active mechanisms pertaining to patient experiences of the return to work (RTW) process. Qualitative and interactive data collection methods will include (a) participant observation of program setting and activities; (b) participatory dialogue conferences with program providers to facilitate initial logic modelling; (d) individual patient interviews at program intake and follow up; and (d) focus groups with rehabilitation teams and external stakeholders. The qualitative data will be supplemented with description of program activities and patient questionnaires. Program logic modelling is suggested to inform a logic analysis of how expected RTW outcomes and delivery of program activities are aligned and how contextual characteristics may clarify differences in achieved RTW outcomes. The proposed process evaluation approach may inform future design discussions and theoretical understanding, and it is expected that the applied knowledge gained through this study may help rehabilitation professionals better navigate potential challenges in clinical evaluation efforts.
{"title":"Designing a Process Evaluation to Examine Mechanisms of Change in Return to Work Outcomes Following Participation in Occupational Rehabilitation: A Theory-Driven and Interactive Research Approach","authors":"U. Gensby, T. Braathen, C. Jensen, Monica Eftedal","doi":"10.1017/idm.2018.2","DOIUrl":"https://doi.org/10.1017/idm.2018.2","url":null,"abstract":"There is a growing consensus that professional action in occupational rehabilitation should be research-based, and that practice-based knowledge is needed to achieve contextual insight and new theoretical understanding. Few study design examples exist to help inform an evaluation plan and develop research-practice interactions to examine process complexity of targeted occupational rehabilitation programs. This study design article is a proposal on a theory-driven and interactive research methodology for a process evaluation of a pragmatic intervention trial, known as STAiR. The aim of the process evaluation is to examine the delivery and implementation of an inpatient and an outpatient occupational rehabilitation program, and explore active mechanisms pertaining to patient experiences of the return to work (RTW) process. Qualitative and interactive data collection methods will include (a) participant observation of program setting and activities; (b) participatory dialogue conferences with program providers to facilitate initial logic modelling; (d) individual patient interviews at program intake and follow up; and (d) focus groups with rehabilitation teams and external stakeholders. The qualitative data will be supplemented with description of program activities and patient questionnaires. Program logic modelling is suggested to inform a logic analysis of how expected RTW outcomes and delivery of program activities are aligned and how contextual characteristics may clarify differences in achieved RTW outcomes. The proposed process evaluation approach may inform future design discussions and theoretical understanding, and it is expected that the applied knowledge gained through this study may help rehabilitation professionals better navigate potential challenges in clinical evaluation efforts.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2018-06-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89227660","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract The aim of this study is to investigate the perceptions of female employees on long-term sickness absence due to common mental disorders (CMDs), in relation to what they perceive would best help them to return to work. Data were collected through a survey answered by employees at a municipality in Sweden on long-term sick leave. Results of the current study are based on a part of that material, namely from 56 women with CMDs who responded to the final open question. The analysis involves two steps. Initially, we explored themes that form the accounts in the findings. Secondly, based on the themes, collective narratives, storylines were identified. Three different storylines were found to be prominent in the findings. The storylines describe how the participants collectively expressed themselves in relation to the possibilities for return to work, and the following storylines were derived: It feels like too much, Things are moving too fast, and I have to get out of here!. The findings are related to perceived demands, control and support. From a disability management perspective, we have learned the importance of restoring the balance between demands, control and support — not only to prevent absence from work, but also to facilitate return to work after a period of long-term sickness.
{"title":"Return to Work After Long-Term Sick Leave: Stories of Employed Women With Common Mental Disorders","authors":"E. Wall, J. Selander","doi":"10.1017/idm.2018.6","DOIUrl":"https://doi.org/10.1017/idm.2018.6","url":null,"abstract":"Abstract The aim of this study is to investigate the perceptions of female employees on long-term sickness absence due to common mental disorders (CMDs), in relation to what they perceive would best help them to return to work. Data were collected through a survey answered by employees at a municipality in Sweden on long-term sick leave. Results of the current study are based on a part of that material, namely from 56 women with CMDs who responded to the final open question. The analysis involves two steps. Initially, we explored themes that form the accounts in the findings. Secondly, based on the themes, collective narratives, storylines were identified. Three different storylines were found to be prominent in the findings. The storylines describe how the participants collectively expressed themselves in relation to the possibilities for return to work, and the following storylines were derived: It feels like too much, Things are moving too fast, and I have to get out of here!. The findings are related to perceived demands, control and support. From a disability management perspective, we have learned the importance of restoring the balance between demands, control and support — not only to prevent absence from work, but also to facilitate return to work after a period of long-term sickness.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2018-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90204433","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
A. Kosny, M. Lifshen, B. Yanar, Sabrina Tonima, E. MacEachen, A. Furlan, M. Koehoorn, D. Beaton, Juliette E Cooper, B. Neis
International research has generated strong evidence that healthcare providers (HCPs) play a key role in the return to work (RTW) process. However, pressure on consultation time, administrative challenges and limited knowledge about a patient's workplace can thwart meaningful engagement. Aim: Our study sought to understand how HCPs interact with workers compensation boards (WCBs), manage the treatment of workers compensation patients and navigate the RTW process. Method: The study involved in-depth interviews with 97 HCPs in British Columbia, Manitoba, Ontario and Newfoundland and Labrador and interviews with 34 case managers (CMs). An inductive, constant comparative analysis was employed to develop key themes. Findings: Most HCPs did not encounter significant problems with the workers compensation system or the RTW process when they treated patients who had visible, acute, physical injuries, but faced challenges when they encountered patients with multiple injuries, gradual-onset or complex illnesses, chronic pain and mental health conditions. In these circumstances, many experienced the workers compensation system as opaque and confusing. A number of systemic, process and administrative hurdles, disagreements about medical decisions and lack of role clarity impeded the meaningful engagement of HCPs in RTW. In turn, this has resulted in challenges for injured workers (IWs), as well as inefficiencies in the workers compensation system. Conclusion: This study raises questions about the appropriate role of HCPs in the RTW process. We offer suggestions about practices and policies that can clarify the role of HCPs and make workers compensation systems easier to navigate for all stakeholders.
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