Background: According to the world health organization by 2030 depression will rank first in economic burden in all high-income countries. As behavioural health disabilities continue to increase, disability managers will continue to be challenged to find ways to assist these workers in their effort to return to productivity. Objectives: The objective of the discussion is to share a specific intervention strategy that disability managers can practically apply to effectively manage those individuals out of work on a behavioural/mental health claim. The process begins through using motivational interviewing to build a relationship so that the claims professional has the opportunity to recognize key intervention points throughout the absence from work. There are three components the disability manager should assess throughout the life of the event. The first is where the person is on the path to the disability mindset. This will help gain an understanding of current motivation for productivity. Disability is often experienced through specific consequence and those consequences can be both negative and positive. They evolve throughout the life of the leave. Recognition of the current consequence can help direct intervention. Finally specific cognitive barriers tend to emerge in the life of the disability such as faulty thinking, fear, or inactivity. If these barriers are not addressed the individual will not return to work. Methods: A 20-person disability management team with associated clinical and vocational resources is using these techniques among an active block of over 1000 disability claimants. The work started in November of 2013 and there are currently very preliminary findings. Findings: The results are positive with a reduction n closed duration days month over month. The technique will have been in place 1 year at the time of the conference and as a result more comprehensive data and outcomes will be shared.
{"title":"Psychiatric rehabilitation: a model to enhance return to work outcomes","authors":"Kristin Tugman","doi":"10.1017/IDM.2014.39","DOIUrl":"https://doi.org/10.1017/IDM.2014.39","url":null,"abstract":"Background: According to the world health organization by 2030 depression will rank first in economic burden in all high-income countries. As behavioural health disabilities continue to increase, disability managers will continue to be challenged to find ways to assist these workers in their effort to return to productivity. Objectives: The objective of the discussion is to share a specific intervention strategy that disability managers can practically apply to effectively manage those individuals out of work on a behavioural/mental health claim. The process begins through using motivational interviewing to build a relationship so that the claims professional has the opportunity to recognize key intervention points throughout the absence from work. There are three components the disability manager should assess throughout the life of the event. The first is where the person is on the path to the disability mindset. This will help gain an understanding of current motivation for productivity. Disability is often experienced through specific consequence and those consequences can be both negative and positive. They evolve throughout the life of the leave. Recognition of the current consequence can help direct intervention. Finally specific cognitive barriers tend to emerge in the life of the disability such as faulty thinking, fear, or inactivity. If these barriers are not addressed the individual will not return to work. Methods: A 20-person disability management team with associated clinical and vocational resources is using these techniques among an active block of over 1000 disability claimants. The work started in November of 2013 and there are currently very preliminary findings. Findings: The results are positive with a reduction n closed duration days month over month. The technique will have been in place 1 year at the time of the conference and as a result more comprehensive data and outcomes will be shared.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"2019 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85919994","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}
Background: The proportion of people with disabilities in the 50 to 64 year age is double that of those aged 35 and 44 years. Economic inactivity rates are almost 40% higher. Disability Management (DM) professionals are in the front line in responding to these challenges. Objectives: A key issue is the nature and extent that new knowledge and additional skills are required to respond effectively to the needs of older workers. Methods In 2013, the National Institute of Disability Management and Research (NIDMAR), in collaboration with Pacific Coast University for Workplace Health Sciences, brought stakeholders, professionals and researchers together to explore a more integrated approach to older workers. A follow up questionnaire was distributed to participants in order to validate the conclusions. Findings: The consensus was that DM professionals already had the skills required but that there were a number of areas where it was essential that knowledge be enhanced and attitudes changed. DM professionals required better knowledge of age-related health conditions, the complexities of co-morbidity and human rights issues and to acknowledge longer recovery times, the health benefits of work, the ability to learn new skills and older workers’ added value to teams. Discussion: In addition to the essential competences, 22 desirable domains of knowledge, skill and attitude were identified. The taxonomy produced has the potential to form the basis of a training needs analysis (TNA) that could be used by organizations to evaluate the competences of DM professionals and to produce age-sensitive continuing professional development modules. Conclusion: DM professionals are equipped with the necessary skills to respond effectively to older workers. The appropriate application of these skills requires a change in attitudes and a deeper knowledge of age-related health conditions and the human rights implications of the intersectionality of age and disability at work.
{"title":"Do DM professionals need to update their competencies to respond to older workers?","authors":"Wolfgang Zimmerman","doi":"10.1017/IDM.2014.52","DOIUrl":"https://doi.org/10.1017/IDM.2014.52","url":null,"abstract":"Background: The proportion of people with disabilities in the 50 to 64 year age is double that of those aged 35 and 44 years. Economic inactivity rates are almost 40% higher. Disability Management (DM) professionals are in the front line in responding to these challenges. Objectives: A key issue is the nature and extent that new knowledge and additional skills are required to respond effectively to the needs of older workers. Methods In 2013, the National Institute of Disability Management and Research (NIDMAR), in collaboration with Pacific Coast University for Workplace Health Sciences, brought stakeholders, professionals and researchers together to explore a more integrated approach to older workers. A follow up questionnaire was distributed to participants in order to validate the conclusions. Findings: The consensus was that DM professionals already had the skills required but that there were a number of areas where it was essential that knowledge be enhanced and attitudes changed. DM professionals required better knowledge of age-related health conditions, the complexities of co-morbidity and human rights issues and to acknowledge longer recovery times, the health benefits of work, the ability to learn new skills and older workers’ added value to teams. Discussion: In addition to the essential competences, 22 desirable domains of knowledge, skill and attitude were identified. The taxonomy produced has the potential to form the basis of a training needs analysis (TNA) that could be used by organizations to evaluate the competences of DM professionals and to produce age-sensitive continuing professional development modules. Conclusion: DM professionals are equipped with the necessary skills to respond effectively to older workers. The appropriate application of these skills requires a change in attitudes and a deeper knowledge of age-related health conditions and the human rights implications of the intersectionality of age and disability at work.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"148 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72676857","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}
Disability management (DM) is quite a fresh idea to Mainland China (Mainland). The government has thus turned to professionals from outside Mainland, i.e. Hong Kong (HK). Nevertheless, since HK is under ‘one country, two systems’ policy, it has developed an approach differing from that of Mainland. A DM pilot study was jointly conducted by the Guangdong Provincial Work Injury Rehabilitation Center (GPWIRC) and the Hong Kong Workers’ Health Centre (HKWHC) to review the developments of DM reform in China and HK. In China, the foundation of DM approach is the work injury insurance system. Under this system, GPWIRC established her services to provide work injury prevention and occupational rehabilitation as a pilot study in early 2000s. Following this pilot project, GPWIRC further develops work and social rehabilitation and work injury prevention in the context of the labor insurance system. While in HK, mainly NGOs, insurance companies and some public organizations contribute to the promotion of DM approach. On the other hand, the study also reveals similar challenges that Mainland and HK are currently facing in the development of DM, such as professional's training in local rehabilitation, the underdeveloped reimbursement system and etc.. The aforementioned pilot study shows that DM's principles are accepted at a national level and some specific public organizations in China context. There thus is a research need to study the current DM development situation in the private sector. By doing so, an ongoing study, namely “Demographic change and private sector disability management in Australia, Canada, China and Switzerland. A comparative study” launched in Nov. 2013. Through this research, questions of process and procedure of the DM system used in the company, benefits gained and drawbacks encountered by the companies, and the strengths and weaknesses in the current DM systems will be answered. Other than that, data will also be collected from the employees’ perspective on their job satisfaction, physical and mental health, employee morale and workplace attendance and etc.. The primary result is expected in 2016.
{"title":"Studies to evaluate the outcome of DM in the public and private sector in China","authors":"K. Lo-Hui","doi":"10.1017/idm.2014.29","DOIUrl":"https://doi.org/10.1017/idm.2014.29","url":null,"abstract":"Disability management (DM) is quite a fresh idea to Mainland China (Mainland). The government has thus turned to professionals from outside Mainland, i.e. Hong Kong (HK). Nevertheless, since HK is under ‘one country, two systems’ policy, it has developed an approach differing from that of Mainland. A DM pilot study was jointly conducted by the Guangdong Provincial Work Injury Rehabilitation Center (GPWIRC) and the Hong Kong Workers’ Health Centre (HKWHC) to review the developments of DM reform in China and HK. In China, the foundation of DM approach is the work injury insurance system. Under this system, GPWIRC established her services to provide work injury prevention and occupational rehabilitation as a pilot study in early 2000s. Following this pilot project, GPWIRC further develops work and social rehabilitation and work injury prevention in the context of the labor insurance system. While in HK, mainly NGOs, insurance companies and some public organizations contribute to the promotion of DM approach. On the other hand, the study also reveals similar challenges that Mainland and HK are currently facing in the development of DM, such as professional's training in local rehabilitation, the underdeveloped reimbursement system and etc.. The aforementioned pilot study shows that DM's principles are accepted at a national level and some specific public organizations in China context. There thus is a research need to study the current DM development situation in the private sector. By doing so, an ongoing study, namely “Demographic change and private sector disability management in Australia, Canada, China and Switzerland. A comparative study” launched in Nov. 2013. Through this research, questions of process and procedure of the DM system used in the company, benefits gained and drawbacks encountered by the companies, and the strengths and weaknesses in the current DM systems will be answered. Other than that, data will also be collected from the employees’ perspective on their job satisfaction, physical and mental health, employee morale and workplace attendance and etc.. The primary result is expected in 2016.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"208 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76425441","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}
Deinstitutionalisation of Kew Residential Services (KRS) residents proceeded group by group and took place from October 2002 to April 2008. Residents relocated into either newly built or pre-purchased houses located across Melbourne. In Australia and other developed countries, limited studies suggest that people with intellectual and physical disabilities relocated into group homes have poor social integration into a community. This presentation is based upon findings from a quantitative research project aimed to investigate neighbours’ attitudes towards people with intellectual and physical disabilities living in the Inner Southern Region of Melbourne, who relocated to group homes after closure of KRS. The administered check list questionnaire contained three main parts, including (1) participants’ socio-demographic details, (2) information and strategies neighbours being introduced with the group home people, and (3) the Interaction with Disabled Persons (IDP) Scale. A total number of 290 participants whose properties located in the Inner Southern Region of Melbourne were randomly identified for participation in this study. The collected responses were analysed, applying descriptive statistics, bivariate analyses, trivariate analysis, and multivariate analyses. The results of bivariate analyses revealed a statistically significant association between frequency of face-to-face contacts with the group home residents and neighbours’ attitudes towards them, indicating that neighbours who had contacts with the group home residents on a daily/weekly basis had more positive attitudes towards them than the neighbours who had contacts on a less frequent basis. Other variables that were identified as important in bivariate analysis were age, marital status and employment status, and were used in multivariate analysis.
{"title":"Neighbours’ attitudes toward people with disabilities in Melbourne","authors":"T-Share Team","doi":"10.1017/idm.2014.26","DOIUrl":"https://doi.org/10.1017/idm.2014.26","url":null,"abstract":"Deinstitutionalisation of Kew Residential Services (KRS) residents proceeded group by group and took place from October 2002 to April 2008. Residents relocated into either newly built or pre-purchased houses located across Melbourne. In Australia and other developed countries, limited studies suggest that people with intellectual and physical disabilities relocated into group homes have poor social integration into a community. This presentation is based upon findings from a quantitative research project aimed to investigate neighbours’ attitudes towards people with intellectual and physical disabilities living in the Inner Southern Region of Melbourne, who relocated to group homes after closure of KRS. The administered check list questionnaire contained three main parts, including (1) participants’ socio-demographic details, (2) information and strategies neighbours being introduced with the group home people, and (3) the Interaction with Disabled Persons (IDP) Scale. A total number of 290 participants whose properties located in the Inner Southern Region of Melbourne were randomly identified for participation in this study. The collected responses were analysed, applying descriptive statistics, bivariate analyses, trivariate analysis, and multivariate analyses. The results of bivariate analyses revealed a statistically significant association between frequency of face-to-face contacts with the group home residents and neighbours’ attitudes towards them, indicating that neighbours who had contacts with the group home residents on a daily/weekly basis had more positive attitudes towards them than the neighbours who had contacts on a less frequent basis. Other variables that were identified as important in bivariate analysis were age, marital status and employment status, and were used in multivariate analysis.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"56 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83950111","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}
Background: Despite the utilisation of best practice when delivering services, disparities in outcomes exist across ethnic groups. Access to and uptake of services is considered to contribute to these disparities which inhibits the ability of people with disabilities to participate in life to fullest extent. Objective: To investigate barriers experienced by minority cultures when accessing health services and ways in which these barriers can be overcome. Methods: Interviews with clients with spinal cord impairment who belong to minority ethnic groups, service providers and sector experts. Findings: Multiple barriers exist when accessing services; they include language, cultural characteristics and views of disability and appropriateness of services. Culture can have an effect on the whole continuum of care from how the disability is interpreted by the individual and/or family, how they respond to care, their understanding, communication of needs, engagement with the process, and the opportunities to re-connect and participate within their communities. Community providers are aware of the needs of their clients and have strategies to overcome these barriers, however they work in isolation from funding bodies and other organisations and there is a lack of a framework or model that can guide and inform organisations and providers. Discussion: While the research identified a multitude of barriers that can impede access to and uptake of services to people belonging to minority ethnicities, community knowledge can be utilised to overcome a significant number of barriers. Conclusion: A number of recommendations are made to improve access to and uptake of health services including a strategic approach, interagency collaboration, cultural competency training, cultural brokering and disability awareness within the community.
{"title":"Tackling disparities in achievement of optimal functioning: delivering health services to meet the needs of ethnic minorities","authors":"S. Carne","doi":"10.1017/idm.2014.30","DOIUrl":"https://doi.org/10.1017/idm.2014.30","url":null,"abstract":"Background: Despite the utilisation of best practice when delivering services, disparities in outcomes exist across ethnic groups. Access to and uptake of services is considered to contribute to these disparities which inhibits the ability of people with disabilities to participate in life to fullest extent. Objective: To investigate barriers experienced by minority cultures when accessing health services and ways in which these barriers can be overcome. Methods: Interviews with clients with spinal cord impairment who belong to minority ethnic groups, service providers and sector experts. Findings: Multiple barriers exist when accessing services; they include language, cultural characteristics and views of disability and appropriateness of services. Culture can have an effect on the whole continuum of care from how the disability is interpreted by the individual and/or family, how they respond to care, their understanding, communication of needs, engagement with the process, and the opportunities to re-connect and participate within their communities. Community providers are aware of the needs of their clients and have strategies to overcome these barriers, however they work in isolation from funding bodies and other organisations and there is a lack of a framework or model that can guide and inform organisations and providers. Discussion: While the research identified a multitude of barriers that can impede access to and uptake of services to people belonging to minority ethnicities, community knowledge can be utilised to overcome a significant number of barriers. Conclusion: A number of recommendations are made to improve access to and uptake of health services including a strategic approach, interagency collaboration, cultural competency training, cultural brokering and disability awareness within the community.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"53 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82745994","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}
Background: Belgium has more than 300.000 disabled people excluding work injuries or professional diseases. Until 2009, there was no return to work or disability management programs in the Belgian disability benefits public insurance. Objectives: Facing a huge increase of disability pension claims since 2007, the Belgian Government charged the NIHDI (public social security agency) to implement a national “return to work” program. This program aims to offer options and stimulate part time job recovery or vocational training initiatives. Methods: Since Belgium is a Federal State, the need for cooperation between NIHDI and the regional public employment services (PES) was essential. NIHDI implemented various contracts with the PES and with the Mutual Benefits Societies (semi private bodies in charge of the claim processing and the medical assessment). These contracts include objectives, financing and evaluation criteria. The NIHDI uses the expertise of international experts in return to work strategies and disability management. Findings: The interaction between PES and physicians from NIHDI and Mutual Benefits Societies is essential. There is a strong need for medical, disability management and social guidelines in order to prevent any risk of differential results. The traditional claim processing is outdated. It is essential to integrate from the beginning of the claim processing, strong objectives for helping the social insured to return to work as soon as possible.
{"title":"Implementing a return-to-work strategy in the Belgian Disability Benefits Insurance Scheme","authors":"François Perl","doi":"10.1017/IDM.2014.68","DOIUrl":"https://doi.org/10.1017/IDM.2014.68","url":null,"abstract":"Background: Belgium has more than 300.000 disabled people excluding work injuries or professional diseases. Until 2009, there was no return to work or disability management programs in the Belgian disability benefits public insurance. Objectives: Facing a huge increase of disability pension claims since 2007, the Belgian Government charged the NIHDI (public social security agency) to implement a national “return to work” program. This program aims to offer options and stimulate part time job recovery or vocational training initiatives. Methods: Since Belgium is a Federal State, the need for cooperation between NIHDI and the regional public employment services (PES) was essential. NIHDI implemented various contracts with the PES and with the Mutual Benefits Societies (semi private bodies in charge of the claim processing and the medical assessment). These contracts include objectives, financing and evaluation criteria. The NIHDI uses the expertise of international experts in return to work strategies and disability management. Findings: The interaction between PES and physicians from NIHDI and Mutual Benefits Societies is essential. There is a strong need for medical, disability management and social guidelines in order to prevent any risk of differential results. The traditional claim processing is outdated. It is essential to integrate from the beginning of the claim processing, strong objectives for helping the social insured to return to work as soon as possible.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"30 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91165004","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}
Background: In 2012 I presented a program to the London IFDM entitled “Breaking the Web of Needless Disability”. The model drew heavily from the latest neuroscientific theory, and was quite well received. This program represents further development of the ideas presented in London to encompass “resilience”. Hypothesis: 1. “Resilience” is a behaviour that is learned and unlearned like any other skill; 2. Understanding how humans think and react in compensation systems will yield valuable insight into the building of resilience to unnecessary disability. Methods: Extension of existing literature and pilot studies examining the differences between those people who suffer injury and recover as expected and those who suffer the same sort of injury and spiral down into despair and dependency. Principal findings: “Resilience” is a specific behaviour beneficially affecting the sense of loss of control that attends injury. There are four specific “styles” of resilience. Each person uses one or more of these styles to a greater or lesser degree. By use of modified psychological inventory tools, the predominant resilience style of an individual can be ascertained, and approaches that enhance their resilience style can be utilised for either prevention or treatment. Discussion: “Habits of thought” are established by repetition. For habits of thinking of one's self as able or disabled, the most significant form of repetition is internal dialog. In resilient people, there are four discrete kinds of dialog that are used to overcome a sense of loss of control. By identifying and bolstering those styles of resilience an injured person can become less susceptible to a sense of loss of control that gives rise to unnecessary disability. Conclusion: The approach is useful in understanding failure to recover as expected, and shows promise for effective individualised treatment for injury management.
{"title":"Breaking the web of needless disability","authors":"R. Aurbach","doi":"10.1017/idm.2014.9","DOIUrl":"https://doi.org/10.1017/idm.2014.9","url":null,"abstract":"Background: In 2012 I presented a program to the London IFDM entitled “Breaking the Web of Needless Disability”. The model drew heavily from the latest neuroscientific theory, and was quite well received. This program represents further development of the ideas presented in London to encompass “resilience”. Hypothesis: 1. “Resilience” is a behaviour that is learned and unlearned like any other skill; 2. Understanding how humans think and react in compensation systems will yield valuable insight into the building of resilience to unnecessary disability. Methods: Extension of existing literature and pilot studies examining the differences between those people who suffer injury and recover as expected and those who suffer the same sort of injury and spiral down into despair and dependency. Principal findings: “Resilience” is a specific behaviour beneficially affecting the sense of loss of control that attends injury. There are four specific “styles” of resilience. Each person uses one or more of these styles to a greater or lesser degree. By use of modified psychological inventory tools, the predominant resilience style of an individual can be ascertained, and approaches that enhance their resilience style can be utilised for either prevention or treatment. Discussion: “Habits of thought” are established by repetition. For habits of thinking of one's self as able or disabled, the most significant form of repetition is internal dialog. In resilient people, there are four discrete kinds of dialog that are used to overcome a sense of loss of control. By identifying and bolstering those styles of resilience an injured person can become less susceptible to a sense of loss of control that gives rise to unnecessary disability. Conclusion: The approach is useful in understanding failure to recover as expected, and shows promise for effective individualised treatment for injury management.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"271 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77612087","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}
Background: There is ample evidence that returning to suitable work is good for an injured worker's health and wellbeing. Evidence from the 2013 National Return to Work Survey shows a positive relationship between employers’ treatment of injured workers and return to work outcomes. Objectives: The case studies project aims to provide: • employers with examples of practical solutions, practices or systems to improve return to work outcomes, and• policy makers with a summary of key themes and best practice approaches to inform the development of policy and programs. Methods: Organisations for the case studies will be shortlisted from recent Australian national return to work award winners and finalists. Key players within the organisations, including managers, supervisors, rehabilitation co-ordinators and recovered injured workers, will be interviewed to obtain information and attitudes on the early intervention and return to work approaches. An analysis of the case studies and a literature review on current best practice for early intervention and return to work will be conducted from which key themes and practices will be identified. Findings: The project will produce two reports: case studies of six organisations’ practices, and an analytical report on key findings and best practice for early intervention and return to work. The case studies will provide employers and workers published examples of practical approaches to improving return to work outcomes. The case studies also explore the roles and views of management, supervisors and injured workers. The analytical report will examine the case studies and report on key themes and best practice, providing policy makers and employers with an analysis of findings. The 2013 National Return to Work survey provides supporting evidence of the positive relationship between return to work outcomes and a range of variables related to the role of the employer and the workplace. Conclusion: It is anticipated the case studies project will provide examples of practical approaches to improving early intervention and return to work outcomes, which other organisations may consider implementing.
{"title":"Case studies of employers with exemplary early intervention and return to work practices","authors":"Christine Randall","doi":"10.1017/IDM.2014.56","DOIUrl":"https://doi.org/10.1017/IDM.2014.56","url":null,"abstract":"Background: There is ample evidence that returning to suitable work is good for an injured worker's health and wellbeing. Evidence from the 2013 National Return to Work Survey shows a positive relationship between employers’ treatment of injured workers and return to work outcomes. Objectives: The case studies project aims to provide: • employers with examples of practical solutions, practices or systems to improve return to work outcomes, and• policy makers with a summary of key themes and best practice approaches to inform the development of policy and programs. Methods: Organisations for the case studies will be shortlisted from recent Australian national return to work award winners and finalists. Key players within the organisations, including managers, supervisors, rehabilitation co-ordinators and recovered injured workers, will be interviewed to obtain information and attitudes on the early intervention and return to work approaches. An analysis of the case studies and a literature review on current best practice for early intervention and return to work will be conducted from which key themes and practices will be identified. Findings: The project will produce two reports: case studies of six organisations’ practices, and an analytical report on key findings and best practice for early intervention and return to work. The case studies will provide employers and workers published examples of practical approaches to improving return to work outcomes. The case studies also explore the roles and views of management, supervisors and injured workers. The analytical report will examine the case studies and report on key themes and best practice, providing policy makers and employers with an analysis of findings. The 2013 National Return to Work survey provides supporting evidence of the positive relationship between return to work outcomes and a range of variables related to the role of the employer and the workplace. Conclusion: It is anticipated the case studies project will provide examples of practical approaches to improving early intervention and return to work outcomes, which other organisations may consider implementing.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"58 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88646155","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 NDIS introduces changes to the level of control, choice and flexibility that persons with a disability can exercise over the services they require to support their individual needs. One of the main stays of NDIS is the ability for persons with a disability to utilise allocated funding how and with whom they choose to create a package of supports. Coinciding with the move towards the NDIS has been the introduction of the NSW WHS Act 2011. This Act introduces and broader new definitions relating to persons with responsibilities for ensuring health and safety at work. In some circumstances the individual person with a disability will be a direct employer, or an “other” in the workplace, and will take on responsibilities for health and safety for persons working in their home. For government organisations making funding decisions and allocating funds for the purchase of support services, there continues to be an obligation to ensure that services are conducted safely with risks to health adequately managed. NSW FACS can not “contract” out of their obligations. Instead we must work in partnership with all stakeholders to manage WHS risks as far as is reasonably practicable. Our role in government means we have the resources, experience, and must respond to the community expectation that we will support persons with a disability to understand and discharge their WHS obligations as far as is reasonably practicable. This is a way of operating presents the following questions: Do persons with disability understand the WHS obligations and risks associated with their care and supports? How to individuals with disability obtain sound advice and information on WHS risks that may be associated with their care arrangements? Can WHS information and resources that organisations like NSW Department of Family and Community Services (Ageing Disability and Home Care) have established be leverages to share with our “clients”? As Government partners in NDIS are we obligated to share our knowledge and information? What is the best way to bridge the gap in understanding and what types of information, tools and training can be made available on WHS for persons with a disability. A Joint WHS project currently underway within NSW FACS seeks to address the information and resources gap for all clients who participate in self directed funding arrangements (including NDIS). Our project will demonstrate how products and advice developed for internal staff use can be “reframed” and made accessible to persons with disability, their carers and individual service providers. The approach being applied within NSW FACS will potentially reduce costs in persons with disability being required to engage additional services to seek and develop WHS direct guidance and tools. The project being undertaken will deliver face to face training models, e-learning components and online information and tools to assist stakeholders in the NDIS and other Direct Funding Arrangements within NSW, to
{"title":"Management of workplace health & safety risks in new disability care arrangements","authors":"S. Stavropoulos","doi":"10.1017/IDM.2014.35","DOIUrl":"https://doi.org/10.1017/IDM.2014.35","url":null,"abstract":"The NDIS introduces changes to the level of control, choice and flexibility that persons with a disability can exercise over the services they require to support their individual needs. One of the main stays of NDIS is the ability for persons with a disability to utilise allocated funding how and with whom they choose to create a package of supports. Coinciding with the move towards the NDIS has been the introduction of the NSW WHS Act 2011. This Act introduces and broader new definitions relating to persons with responsibilities for ensuring health and safety at work. In some circumstances the individual person with a disability will be a direct employer, or an “other” in the workplace, and will take on responsibilities for health and safety for persons working in their home. For government organisations making funding decisions and allocating funds for the purchase of support services, there continues to be an obligation to ensure that services are conducted safely with risks to health adequately managed. NSW FACS can not “contract” out of their obligations. Instead we must work in partnership with all stakeholders to manage WHS risks as far as is reasonably practicable. Our role in government means we have the resources, experience, and must respond to the community expectation that we will support persons with a disability to understand and discharge their WHS obligations as far as is reasonably practicable. This is a way of operating presents the following questions: Do persons with disability understand the WHS obligations and risks associated with their care and supports? How to individuals with disability obtain sound advice and information on WHS risks that may be associated with their care arrangements? Can WHS information and resources that organisations like NSW Department of Family and Community Services (Ageing Disability and Home Care) have established be leverages to share with our “clients”? As Government partners in NDIS are we obligated to share our knowledge and information? What is the best way to bridge the gap in understanding and what types of information, tools and training can be made available on WHS for persons with a disability. A Joint WHS project currently underway within NSW FACS seeks to address the information and resources gap for all clients who participate in self directed funding arrangements (including NDIS). Our project will demonstrate how products and advice developed for internal staff use can be “reframed” and made accessible to persons with disability, their carers and individual service providers. The approach being applied within NSW FACS will potentially reduce costs in persons with disability being required to engage additional services to seek and develop WHS direct guidance and tools. The project being undertaken will deliver face to face training models, e-learning components and online information and tools to assist stakeholders in the NDIS and other Direct Funding Arrangements within NSW, to ","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"8 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90480881","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 impression that work can be good for a worker's health is a powerful one especially when it is combined with the idea that returning people to work may also have positive benefits for employers and government, physical and vocational rehabilitation and reintegration assumes even greater significance. The Social Security Organization of Malaysia (SOCSO) is a statutory body governing the Employment Accident Insurance Scheme and the Invalidity Pension Scheme. SOCSO covers over 6 million workers and processes over 70,000 new claims annually. SOCSO introduced the RTW Program in 2007 which is a comprehensive multidisciplinary biopsychosocial rehabilitation program for its Insured Persons who are experiencing disability due to accidents in the workplace or those claiming for invalidity. This rehabilitation program is unique as it involves the concept of “disability management” in which each Insured Person who is referred to the program, is assigned to a Disability Case Manager who is actively involved throughout the return to work process. This presentation discusses the justification of introducing the RTW programme in Malaysia, with reference to the underlying rationale, association between work and rehabilitation, evidence to establish a positive relationship between health and work, and the benefits of RTW for employees, employers and SOCSO. Up to date (December 2013), 11,090 workers were motivated to participate in the SOCSO RTW Programme and 7,881 (71%) have returned to gainful employment. This clearly shows the success of the RTW Programme in not only returning a disabled worker to work but to give them their lives back. Due to this success, SOCSO has started to build its National Rehabilitation Centre for the purpose of RTW which will be ready in mid-2014. However, there is still room for improvements which establish the way forward for SOCSO in creating a more disability-management-centric system.
{"title":"The Return to Work Programme in Malaysia - investing in people","authors":"Mohammed Azman Bin Aziz Mohammed","doi":"10.1017/idm.2014.8","DOIUrl":"https://doi.org/10.1017/idm.2014.8","url":null,"abstract":"The impression that work can be good for a worker's health is a powerful one especially when it is combined with the idea that returning people to work may also have positive benefits for employers and government, physical and vocational rehabilitation and reintegration assumes even greater significance. The Social Security Organization of Malaysia (SOCSO) is a statutory body governing the Employment Accident Insurance Scheme and the Invalidity Pension Scheme. SOCSO covers over 6 million workers and processes over 70,000 new claims annually. SOCSO introduced the RTW Program in 2007 which is a comprehensive multidisciplinary biopsychosocial rehabilitation program for its Insured Persons who are experiencing disability due to accidents in the workplace or those claiming for invalidity. This rehabilitation program is unique as it involves the concept of “disability management” in which each Insured Person who is referred to the program, is assigned to a Disability Case Manager who is actively involved throughout the return to work process. This presentation discusses the justification of introducing the RTW programme in Malaysia, with reference to the underlying rationale, association between work and rehabilitation, evidence to establish a positive relationship between health and work, and the benefits of RTW for employees, employers and SOCSO. Up to date (December 2013), 11,090 workers were motivated to participate in the SOCSO RTW Programme and 7,881 (71%) have returned to gainful employment. This clearly shows the success of the RTW Programme in not only returning a disabled worker to work but to give them their lives back. Due to this success, SOCSO has started to build its National Rehabilitation Centre for the purpose of RTW which will be ready in mid-2014. However, there is still room for improvements which establish the way forward for SOCSO in creating a more disability-management-centric system.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"10 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74838846","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}
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