Perspectives on Employment Integration, Mental Illness and Disability, and Workplace Health

Nene Ernest Khalema,Janki Shankar

doi:10.1155/2014/258614

Abstract

This paper reviews the literature on the interplay between employment integration and retention of individuals diagnosed with mental health and related disability (MHRD). Specifically, the paper addresses the importance of an integrative approach, utilizing a social epidemiological approach to assess various factors that are related to the employment integration of individuals diagnosed with severe mental illness. Our approach to the review incorporates a research methodology that is multilayered, mixed, and contextual. The review examines the literature that aims to unpack employers’ understanding of mental illness and their attitudes, beliefs, and practices about employing workers with mental illness. Additionally we offer a conceptual framework entrenched within the social determinants of the mental health (SDOMH) literature as a way to contextualize the review conclusions. This approach contributes to a holistic understanding of workplace mental health conceptually and methodologically particularly as practitioners and policy makers alike are grappling with better ways to integrate employees who are diagnosed with mental health and disabilities into to the workplace.

Highlights

Employment is an important social determinant of health and participation in employment can enhance health and wellbeing
The review of the literature provided in this paper highlights the interplay between employment integration and retention of individuals diagnosed with mental health and related disability (MHRD)
The paper stressed the importance of an integrative approach, utilizing a social epidemiological approach to assess various factors that are related to the employment integration of individuals diagnosed with severe mental illness

Summary

Introduction

Employment is an important social determinant of health and participation in employment can enhance health and wellbeing. Attention is directed to studying factors in the work environment the role of employers in assisting people with mental illness to gain and/or sustain employment and maintain productivity, health, and well-being. The literature on employer attitudes shows that employers express a wide range of negative beliefs regarding hiring individuals with mental illness These include concerns such as poor quantity and quality of work, brief tenure, absenteeism, and low flexibility. Mental health literacy among employers will have to be addressed as a priority if people with mental illness are to be hired and retained as valued employees This will help to reduce stigma, and can enhance the likelihood of speedy identification and resolution of mental health problems in the workplace [8]

Employer Diversity in Hiring Practices

Supporting Employees with Mental Illness

Filling the Knowledge Gaps in the Literature

Findings

Conclusion