China
Africa
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Vocational rehabilitation for young onset dementia
Published in Marjolein de Vugt, Janet Carter, Understanding Young Onset Dementia, 2021
Within the VR service community, the provision of supported employment has evolved from its origins in the US in the 1980s (Wehman & Kregel, 1985). The concept of supported employment is ‘zero exclusion’ of individuals with disabilities wishing to work, regardless of the severity of disabilities. Supported employment has been shown to be one of the most effective, evidence-based VR practices since the 1980s (Bond, 2004). This approach aims to target supported employment to a population with severe disabilities who have previously been excluded from receiving VR services. For workers with YOD, this approach could involve receiving help from a ‘job coach’. In Japan, for example, many co-workers function as job coaches or as ‘natural supporters’ of their co-workers with disabilities. For example, an employee with YOD at a large private company in Japan has kept his job successfully by receiving ‘natural support’ from his co-workers and modifying the workplace. While commuting, he would display a cardholder, saying ‘I need help to commute because I have Young Onset Dementia’. He also uses a series of photos with vivid landmark signs on it and checks the direction with those around him to make sure if he is on the right track from his home to his workplace when using public transportation. Since he goes to work every day at a certain time using the same public transportation, according to him and his family members, people in the community have become supportive, helpful and understanding of his needs.
Vocational model
Published in Rebecca L. Haller, Karen L. Kennedy, Christine L. Capra, The Profession and Practice of Horticultural Therapy, 2019
Gwenn Fried, Rebecca L. Haller
Supported employment involves individual coaching and may be referred to as supported competitive employment. Supported employment means “competitive employment in an integrated setting with ongoing support services” (Wehman 2012). The World Association for Supported Employment describes the attributes as follows:Supported employment has been shown to be an effective way for persons with disabilities to get and keep a job in the open labor market. Supported employment does this by its focus on ability and not disability, by its provision of individualized support to the person and advice to employers. The principles of supported employment can be applied in all parts of the world, provided that they are adapted to the cultural context and labor market trends of any given region (Kamp 2018).Typically, an individual has a job coach through the interview, orientation, and job training process. As the individual becomes more comfortable and competent with the job, the coach is present less and less often. The goal may be for the coach not to support the employee eventually unless the employee has a severe disability and requires intensive and ongoing support. In this model, the employee is paid the current competitive wage for all hours worked.
The social and economic impact of mental health: meeting the challenge
Published in Charles Kaye, Michael Howlett, Mental Health Services Today and Tomorrow, 2018
Of course, stable employment is just one outcome of IPS. In comparison with other employment-related interventions, higher rates of employment can be associated with other benefits such as reduced need for healthcare services, increased levels of social inclusion and improved quality of life. Even if individuals still move in and out of employment after receiving supported employment, their use of health and other support services may be reduced considerably during times of employment. One 11-year US evaluation following 3000 employment service clients for 48 months, reported that overall costs were lower because the use of health services was much lower during periods of stable employment.66
Supported employment for youth with intellectual disability: Promoting occupational justice
Published in Journal of Occupational Science, 2023
Madri Engelbrecht, Lana van Niekerk, Lynn Shaw
Researchers from South Africa have produced studies on the topic of employment and youth with disabilities. A case study from a rural municipality reported on the capacity of public service providers to facilitate the participation of youth with disabilities in economic development opportunities (Ned & Lorenzo, 2016). The researchers found that the service providers’ focus on impairment and their disabling attitudes need to be addressed to build capacity to serve these youth. Another study investigated the feasibility of supported employment (SE) as a viable strategy to transition people with disabilities into work, by collecting data about utilization of SE service components by people with mental disabilities over a one-year period. The researchers found that SE is a viable option for work transitioning people with disabilities in resource-constrained contexts, and that providers of SE services should modify approaches to meet contextual realities (van Niekerk et al., 2015).
Opportunities and challenges around adapting supported employment interventions for people with chronic low back pain: modified nominal group technique
Published in Disability and Rehabilitation, 2021
Robert Froud, Pål André Amundsen, Serena Bartys, Michele Battie, Kim Burton, Nadine E. Foster, Tone Langjordet Johnsen, Tamar Pincus, Michiel F. Reneman, Rob J. E. M. Smeets, Vigdis Sveinsdottir, Gwenllian Wynne-Jones, Martin Underwood
Improving work participation within sick and disabled populations can improve health outcomes, reduce poverty, and improve quality of life and well-being [1]. Supported employment services comprise interventions that aim to place individuals in jobs, without extended preparation, and with individualised support to help maintain participation [2]. One specific type of supported employment intervention, known as Individual Placement and Support (IPS), is a well-specified intervention involving close integration of occupational and health services to support people to gain and retain employment while they receive the treatment and support that they need after placement (i.e., the so-called “place then train” approach) [2,3]. IPS has been shown, in a 2016 systematic review of 17 studies, and a 2019 review of 27 studies, to be more than twice as likely to lead to competitive employment than traditional vocational rehabilitation in people with severe mental health difficulties [4,5].
Provider-identified barriers and facilitators to implementing a supported employment program in spinal cord injury
Published in Disability and Rehabilitation, 2018
Bridget A. Cotner, Lisa Ottomanelli, Danielle R. O’Connor, John K. Trainor
Employment for persons with all types of disabilities is chronically and substantially lower than for those without disability: 20% compared with 68% [3]. Traditional vocational rehabilitation efforts to address this problem for persons with serious mental illness have been “dismal” [4, p.1]. Supported employment (SE) is an innovative form of vocational rehabilitation created specifically for people with severe cognitive disabilities and has been very successful [5]. Based on that success, a modified form of SE called individual placement and support (IPS) was created for persons with severe mental illness [6]. IPS has proved to be highly effective [7] and is now considered evidence-based according to 16 randomized clinical trials and several long-term follow-up studies [4]. Approximately two-thirds of IPS participants obtain competitive employment and approximately half become steady workers [8]. The success of IPS is based on strict adherence to the following eight principles: (1) integrating health and vocational services; (2) providing services to anyone who wants to work, regardless of level of disability; (3) instituting the job search as soon as the client indicates concern about working; (4) targeting jobs based on clients’ preferences and abilities; (5) focusing on jobs in the community open to anyone (“competitive employment”); (6) providing vocational services in the community (as opposed to office-based services); (7) providing individualized benefits counseling to assure employment does not threaten benefits; and (8) providing follow-along supports after the client is hired to sustain employment [9].