Supported Employment Programs Research Articles

Policy Effectiveness Analysis of the Korean Senior Employment and Social Activity Support Program (SESAP):

Policy Effectiveness Analysis of the Korean Senior Employment and Social Activity Support Program (SESAP):

A supported education programme implemented in youth mental health services: Outcomes and lessons from the first year of COVID-disrupted delivery.

Educational attainment is consistently highly valued by young people with mental ill health, yet maintenance and completion of education is a challenge. This paper reports on the implementation of a supported education programme for youth mental health. Between 10 October 2019 and 10 October 2020, a supported education programme was delivered within primary and tertiary youth mental health services. A description of the programme, context, and adjustments required due to COVID-19 is presented, and the educational outcomes of young people referred to the programme were explored. Two case studies are also presented. The programme received 71 referrals over this period, of which 70.4% had not yet completed secondary school and 68% were experiencing multiple mental health conditions. Overall outcomes were positive, with 47.5% of the 40 young people who chose to engage with the programme maintaining or re-engaging with education. However, the remainder of those who engaged withdrew from the programme, often reporting challenges due to COVID-19 such as social isolation or increased uncertainty. Additionally, a number of young people declined or disengaged from the programme to focus on employment. This report of the experience of integrating a supported employment programme in Australian youth mental health services reinforces the need for such support, and provides preliminary evidence for its successful implementation as part of routine care. The disengagement in response to COVID-19 highlights the real-world challenges of the pandemic, while young people's voicing of employment goals indicates the need for combined educational and vocational support-to assist transition and progression between these goals.

Assessing the fidelity of supported education programs for first-episode psychosis to the supported employment guidelines adapted for education.

Psychotic disorders are associated with academic difficulties. Supported Employment Program (SEP) guidelines have become the gold standard to improve occupational functioning in psychotic disorders. More recently, these guidelines have been adapted to education. In Canada, several community organizations and hospital programs offer supported education to young people with psychotic disorders. However, SEP guidelines are not systematically used. The objective of this study was to assess the fidelity of 6 Canadian (Quebec) organizations offering supported education services to young people with psychotic disorders to the SEP guidelines adapted to education. Six sites offering educational services to young people with psychotic disorders were recruited. Semi-structured interviews were conducted with one supported education professional and one manager of each site, using the Quality of Supported Education Implementation Scale (QSEDIS). This new scale has been developed from the Quality of Supported Employment Implementation Scale. The QSEDIS assesses the fidelity of the quality of the implementation of supported education programs, using three subscales (Employees, Organization and Services). Acceptable fidelity scores were observed in the three QSEDIS subscales for all six sites combined. The Services subscale received the highest score of fidelity (4.4/5), followed by the Supported Education Employee (4.1/5) and the Organization (3.7/5). The results suggest that supported education services offered to young people with psychotic disorders in the six sites are generally consistent with SEP guidelines adapted to education. Further research is warranted to validate whether acceptable SEP guidelines fidelity according to the QSEDIS translates into educational outcomes.

Availability and use of institutional support programs for emergency department healthcare personnel during the COVID-19 pandemic.

The COVID-19 pandemic placed health care personnel (HCP) at risk for stress, anxiety, burnout, and post-traumatic stress disorder (PTSD). To address this, hospitals developed programs to mitigate risk. The objectives of the current study were to measure the availability and use of these programs in a cohort of academic emergency departments (EDs) in the United States early in the pandemic and identify factors associated with program use. Cross-sectional survey of ED HCP in 21 academic EDs in 15 states between June and September 2020. Site investigators provided data on the availability of 28 programs grouped into 9 categories. Individual support programs included: financial, workload mitigation, individual COVID-19 testing, emotional (e.g., mental health hotline), and instrumental (e.g., childcare) Clinical work support programs included: COVID-19 team communication (e.g., debriefing critical incident), patient-family communication facilitation, patient services (e.g., social work, ethics consultation), and system-level exposure reduction. Participants provided corresponding data on whether they used the programs. We used generalized linear mixed models clustered on site to measure the association between demographic and facility characteristics and program use. We received 1,541 survey responses (96% response rate) from emergency physicians or advanced practice providers, nurses, and nonclinical staff. Program availability in each of the 9 categories was high (>95% of hospitals). Program use was variable, with clinical work support programs used more frequently (28-50% of eligible HCP across categories) than individual employee support programs (6-13% of eligible HCP across categories). Fifty-seven percent of respondents reported that the COVID-19 pandemic had affected their stress and anxiety, and 12% were at elevated risk for PTSD. Program use did not significantly differ for HCP who reported symptoms of anxiety and/or stress compared to those who did not. Early in the pandemic, support programs were widely available to ED HCP, but program use was low. Future work will focus on identifying barriers and facilitators to use and specific programs most likely to be effective during periods of highest occupational stress.

Predictors of job tenure for people with a severe mental illness, enrolled in supported employment programs.

Different predictors of job tenure for people with a severe mental illness (SMI) have been documented. Conflicting results may be explained by the choice of indicators to measure job tenure. This study aimed to assess the contribution of employment specialist competencies working in supported employment programs, client variables, and work accommodations, in determining job tenure in the regular labor market. A longitudinal study was conducted over 6 months, including people with SMI (n = 209) registered in 24 Canadian supported employment programs. Multivariable modeling analyses were performed. Overall, 67% (n = 140) of the sample were employed at the 6-month follow-up. Multilevel analyses showed that shorter duration of unemployment (i.e., the number of weeks worked), employment specialist knowledge, and working alliance were the strongest predictors of job tenure for people with SMI. With respect to the number of hours worked per week, diagnosis, executive functions, social functioning, work accommodations, and employment specialist skills were the strongest predictors of job tenure for people with SMI, with 57% of variance explained. Understanding the various predictors of job tenure can assist employment specialists in providing better interventions for the work integration of people with SMI. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Impact of employment support programs on the quality of youth employment: Evidence from Senegal's internship program

AbstractYouth unemployment is major policy concern in Senegal. The country has in recent years, implemented several programs to combat unemployment and the precariousness of youth employment in the labor market. However, the results of these programs are to date hardly perceptible. The objective of this work is to assess the impact of employment support programs on the quality of youth employment. We provide empirical evidence of the effect of the apprenticeship program implemented by the National State‐Employer Convention in facilitating youth access to quality employment. Job quality is determined using an index that captures multiple wage and non‐wage dimensions of job quality. Using survey data on the improvement of employment policies from 2746 individuals, we use the endogenous switching regression method and the propensity score matching method to assess and compare the impact of the apprenticeship program on the quality of jobs held by young men and women. The results show that the apprenticeship program has a positive and significant impact on job quality. Indeed, we find that the quality of employment is better for young men and women who benefited from the internship program than for those who did not. We find, however, that there is a difference in job quality between males and females who received the program. The differences in job quality are explained more by differences in job characteristics but are not directly related to gender or age.

Psychosocial and digital intervention for patients with schizophrenia

Background: Schizophrenia is a severe mental disorder that significantly impairs the daily functioning of patients that causes substantial societal and economic burden. While drug therapy is crucial for schizophrenia treatment, relying solely on antipsychotic drugs does not yield the most favorable therapeutic outcomes.Current Concepts: Integrating psychosocial interventions could result in maximized therapeutic effects for individuals living with schizophrenia. Evidence-based psychosocial interventions for schizophrenia management include cognitive behavioral therapy, family involvement, psychoeducation, supported employment programs, lifestyle adjustments for physical health, and coordinated and comprehensive early intervention services. Incorporating peer support, allowing both service users and care providers to share knowledge and their illnessrelated personal experiences, facilitates mutual assistance along the path to recovery. Moreover, growing interest follows in using digital interventions, such as wearable technology and smartphone applications, as effective therapeutic tools for illness management.Discussion and Conclusion: The above-mentioned psychosocial interventions empower individuals with schizophrenia, helping them improve their functioning, enhance their life quality, and adapt more effectively to society. Combining early medication with comprehensive psychosocial interventions, including digital technology, is crucial for the best outcomes. This approach should begin as soon as schizophrenia is diagnosed, aiming to promote recovery and overall well-being in affected individuals.

대학생의 취업 지원을 위한 대학교 취업 지원 프로그램 운영 현황과 과제

Objectives This study analyzed the university employment support program to support college students' employment.
 Methods To this end, prior research on employment support programs was analyzed, and employment support programs were identified targeting comparative programs conducted by domestic university employment support centers in 2023.
 Results First, the most provided by universities is a career search program. Second, it appeared to be a program to increase employment competency. Third, it was identified as a practical support program for preparing for employment.
 Conclusions First, there is a need for a plan to systematically support employment competency and enable self-reflection. As a result of looking at various university employment support programs, it was found that em-ployment competency was important. Second, it is necessary to provide customized publicity and services for col-lege students for career and employment counseling. Accordingly, if you actively promote on YouTube and Instagram that college students easily access and use, it can be easier to recruit program personnel. Third, it is necessary to establish the employment support program system so that it can be actively used. In other words, if students can be systematically managed, it will be possible to develop ways to secure excellent talent and in-crease the interest of non-participating students.

고용센터 심리안정지원프로그램 상담사가 경험하는 어려움과 진로적응에 관한 현상학적 연구

Objectives This study sought to find out the difficulties and career adaptation experiences experienced by coun-selors in the employment center psychological support program at the counseling site and to clarify its meaning.
 Methods Six counselors currently conducting a psychological support counselor for jobseekers program counsel-ing at the Employment Center were selected as research participants, and data were collected through in-depth interviews from March to May 2023. In order to clarify the essential meaning of their difficulties and adaptation experiences through counseling in the psychological stability support program, Giorgi's phenomenological meth-od was applied and analyzed in four stages: total meaning understanding, meaning classification, academic term conversion, and general structural statements, explaining the experiences of each research participant and in-tegrating them into general structural statements.
 Results As a result of the result of the study, 42 semantic units, 17 subcategories, and 4 categories were derived. The four categories were ‘motivation’, ‘difficult’, ‘adaptive experience’, and ‘reconstruction of reward and meaning’.
 Conclusions First, I became a psychological support counselor for jobseekers because I could contribute to societ, stability and one's growth. Second, they were experiencing difficulties due to regret over economic compensa-tion, low understanding of counseling by managers, reversal due to various clients, and inadequate evaluation. Third, counselors were experiencing adaptation as an intimate support base was created, efficacy as a counselor increased, new perspectives and pride in work were created while accepting the situation, and self-protective coping behaviors were developed. Finally, as new perspectives and pride were created, and self-protective cop-ing behaviors were taken, counselors were experiencing adaptation. Finally, he was pleased with the change of the client, felt rewarded in terms of increased trust in the counselor himself, and social contribution, and re-constructed the meaning of this work. Based on the results of this study, it improved understanding of the mean-ing and necessity of the employment center's psychological support program for jobseekers, and suggested poli-cy suggestions for the employment support program of the Ministry of Employment and Labor and the direction of education related to the development of the capacity of counselors for the psychological support program for jobseekers.

Impact of Employment Support Programs on the Quality of Youth Employment: Evidence from Senegal's Internship Program

Impact of Employment Support Programs on the Quality of Youth Employment: Evidence from Senegal's Internship Program

ИСПОЛЬЗОВАНИЕ ИТ ДЛЯ ПОВЫШЕНИЯ ЭФФЕКТИВНОСТИ ПРОГРАММ ПОДДЕРЖКИ ЗАНЯТОСТИ

In the modern world, the use of information technology (IT) is becoming increasingly important for the effectiveness of employment support programs. However, existing theories such as human capital theory and theories related to technological change and skills emphasize that skill development is a key factor for success in the labor market. This text examines the impact of digitalization on labor relations and the labor market. Discusses changes brought about by digital transformation, including the transition to flexible forms of employment and remote work. The need to adapt the education system to new requirements is emphasized and the role of the state, employers and workers in the humanization of social and labor relations is considered. Attention is also drawn to the problems of discrimination in the labor market caused by digital technologies. In conclusion, the significance of changes in the world of work and the need to formalize and strengthen them in legislation are noted.

초등 교원양성기관 졸업자의 노동시장 성과 및 영향요인 변화 분석

Objectives This study aims to examine the background of the current social issue of elementary teacher supply and demand, and to analyze changes in the labor market outcomes of graduates from elementary teacher training institutions, and identify influencing factors.
 Methods Data from the Korean Employment Information Institute's 2009, 2019 Graduates' Occupational Mobility Survey (GOMS) of 315 elementary education graduates were used. Weighted variables were applied to the 2019 GOMS data for 170 graduates and the 2009 GOMS data for 145 graduates. Frequency analysis and descriptive statistics were used to analyze labor market outcomes among graduates. Cross-tabulation and logistic regression analysis were employed to identify factors influencing their employment using STATA 15.0.
 Results Compared to 2009 graduates, 2019 graduates experienced an 8% rise in unemployment, a 7% increase in irregular employment, and a 15% drop in regular employment. There was a 10% decrease in regular elementary teaching positions and an 11% increase in temporary teaching positions among 2019 graduates. Factors affecting employment differed: gender for 2009 graduates, while student loan status, participation in job psychology tests, and interview resume program participation were significant for 2019 graduates. Gender, school satisfaction, on-campus job experience, and participation in job psychology tests were influential for 2009 graduates, while graduation grade percentile and school location were significant for 2019 graduates.
 Conclusions Based on these findings, the study emphasizes the necessity of long-term perspectives in elementary teacher training and supply policy and the need for expanding career and employment support programs for current students in the short term.

Evaluation of Individual Placement and Support at Three Community Mental Health Centers in California.

Individual Placement and Support (IPS) has been shown to effectively help people with serious mental illness obtain competitive employment, and IPS programs have been established in over 40 U.S. states and at least 20 other countries. As this expansion continues, the field needs data describing IPS implementation, clients, fidelity, and outcomes in real-world, non-research settings, specifically regarding racial and ethnic disparities and young adults. The goal of this study was to observe the initial three years of IPS implementation, measuring fidelity, client characteristics, and employment outcomes in three mental health agencies in one California county.In 2018, officials in one California county contracted with the IPS Center to provide training and measure IPS program fidelity at three mental health agencies in a large urban area. The goal was to establish and maintain IPS programs with good fidelity and effectiveness. After an initial year of preparation, three mental health programs recruited unemployed clients with interest in employment and implemented IPS. An IPS trainer provided initial training, ongoing consultation, and measured program fidelity. The program clinicians documented client characteristics, IPS service use, and quarterly employment throughout 13 quarters.The project followed 351 mental health clients as they participated in three new supported employment programs over a three-year period. The average client age was 36 years, including 107 (31%) young adults (ages 18-25) and 244 older adults (ages 26+); 177 (50%) identified their gender as female, 173 as male, and 1 as other or declined to answer; 119 (36%) identified as Hispanic, 116 (35%) as non-Hispanic White, 42 (13%) as non-Hispanic Asian, 35 (11%) as non-Hispanic Black, and 20 (6%) as other non-Hispanic. Most clients (78%) had diagnoses of non-psychotic conditions such as anxiety or depression, and 22% had diagnoses of schizophrenia, schizoaffective, or other psychotic disorder. During the project, 312 (87%) engaged in supported employment services, 206 (58%) attained competitive employment, and 177 (50%) found their first job within nine months of enrolling. Hispanics (64%), Asians (57%), and non-Hispanic Blacks (77%) achieved higher employment rates than non-Hispanic Whites (49%). Young adults (73%) achieved higher employment rates than older adults (51%).Engaging in new IPS supported employment programs over several months led to high rates of competitive employment across all groups in real-world, non-research settings, typically within nine months. Hispanics, Asians, and non-Hispanic Blacks achieved higher rates of competitive employment than non-Hispanic Whites, and young adults achieved higher rates than older adults. Further research may explain these differences.

EVALUATING THE SENIOR EMPLOYMENT AND SOCIAL ACTIVITY SUPPORT PROGRAM IN KOREA: A SYSTEMATIC REVIEW OF SATISFACTION

Abstract For older people, jobs provide not only income security, but also a social role. Jobs also give them a sense of subjective security in terms of maintaining self-esteem and self-identity, and improve their overall life satisfaction. The Senior Employment and Social Activity Support Program (SESAP) provides for older Koreans for supplemental income security and social participation in old age by creating and providing social jobs that match the aptitudes and abilities of the senior citizens. It has been 20 years since the SESAP was introduced, and many studies have accumulated to evaluate the program in many different aspects. This study aims to summarize the existing studies focusing on satisfaction with program among participants. A systematic literature review was conducted to identify empirical research studies written in Korean and published in a peer-reviewed journal between 2004 and 2023. To this end, we searched through RISS, KISS, and DBpia databases using the selected keywords and obtained 126 articles. After removing duplicates and excluding gray literature, 26 articles were selected and analyzed through a peer-review process. Analysis of the selected literature shows that a majority of the program participants are women, and satisfaction with salary was lower compared to other types of program satisfaction (i.e., job content, work environment, and relationship with co-workers). Lastly, satisfaction with program are associated with other indicators such as better life satisfaction, and quality of life. This systematic review provides suggestions for further research to improve the satisfaction with SESAP among participants.

Rate of return to work in patients with stroke under the health and employment support program of Rosai hospitals in Japan

To facilitate return to work (RTW) in patients with stroke, a health and employment support (HES) program was started at Rosai hospitals in Japan. This study aimed to determine the rate of RTW in patients with stroke under this support program. We collected demographic and clinical data of patients with stroke from the implementation reports of the HES program. The program provided coordinated dual support, such as acute medical treatments, and stroke and vocational rehabilitation on the medical side, and management and support on the workplace side. The primary endpoint was RTW. Successful and unsuccessful RTW were examined using the χ2 test. The RTW rate curves were analyzed using the Kaplan–Meier method. We enrolled 483 patients; 355 (73%) and 128 (27%) patients had successful and unsuccessful RTW, respectively. Stroke types, neurological findings, and activities of daily living were significant factors for RTW. The Kaplan–Meier method revealed that left hemiplegia, right hemiplegia, and neuropsychological deficits, except for combined disability (hemiplegia with neuropsychological deficits), had similar RTW curves with an RTW rate of > 70%.

Addressing the second victim phenomenon in Israeli health care institutions

BackgroundThe ‘second victim’ phenomenon (SVP) refers to practitioners who experience a negative physical or emotional response, as well as a professional decline, after participating or witnessing an adverse event. Despite the Israeli Ministry of Health’s implementation of specific protocols regarding the overall management of adverse events in health organizations over the past decade, there is limited knowledge regarding healthcare managers’ perceptions of the ‘second victim’ occurrence.MethodsA phenomenological qualitative approach was used to identify an accurate view of policy. Fifteen senior risk manager/and policy makers were interviewed about their knowledge and perceptions of the ‘second victim’. Topics addressed included reporting mechanisms of an adverse event, the degree of organizational awareness of ‘second victim’, and identifying components of possible intervention programs and challenges to implementing those programs.ResultsExamining current procedures reveals that there is limited knowledge about uniform guidance for health care organizations on how to identify, treat, or prevent SVP among providers. The employee support programs that were offered were sporadic in nature and depended on the initiative of a direct manager or the risk manager.ConclusionsCurrently, there is little information or organizational discussion about the possible negative effects of AE on healthcare practitioners. To provide overall medical care that is safe and effective for patients, the health system must also provide a suitable response to the needs of the medical provider. This could be achieved by establishing a national policy for all healthcare organizations to follow, raising awareness of the possible occurrence of SVP, and creating a standard for the subsequent identification, treatment and future prevention for providers who may be suffering.

An analysis of media coverage of the transition from military to civilian life, with a focus on health and well-being

LAY SUMMARY The media can shape the opinions, beliefs, and attitudes of the public toward Veterans and Veteran issues and can also be a vital source of information for Veterans and their families. Accordingly, the authors used social science methods to collect, read, and analyze the tone and content of Canadian media coverage of Veteran transition from military to civilian life. The most common themes included posttraumatic stress disorder (PTSD), suicide, and issues with employment, housing, and social integration. Less common themes included financial issues, depression, and substance use. Comparing coverage between mainstream and specialist media emanating from the Canadian Armed Forces found patterns of reporting differ between military and mainstream media. Mainstream media often focus on PTSD and suicide, especially in the context of extremely rare, one-off events (e.g., the Lionel Desmond incident). In contrast, military media focus on practical aspects of transition, such as employment issues and support programs. Results of this study indicate a need for more educational resources and better outreach to help Canadian journalists report military-to-civilian transition in a comprehensive and balanced manner.

The impact of corporate social responsibility types on happiness management: a stakeholder theory perspective

PurposeThe main purposes of this research are: first of all, to re-classify the types of corporate social responsibility (CSR) into primary stakeholder-oriented CSR and secondary stakeholder-oriented CSR from the perspective of stakeholders and, second, to investigate empirically how and which types of CSR can better impact employees' job satisfaction and happiness management.Design/methodology/approachAn online self-administered questionnaire was adopted to test the conceptual model. Questionnaires were sent to Chinese employees and restrict the data to those whose companies had experience implementing CSR. The study employed the partial least squares structural equation modeling (PLS-SEM) technique for data analysis using SmartPLS 4.0 software.FindingsFor factors of happiness management, both primary stakeholder-oriented CSR and secondary stakeholder-oriented CSR had significant and positive effects on happiness management. In addition, both primary and secondary stakeholder-oriented CSR positively and significantly affected job satisfaction, with primary stakeholder-oriented CSR way larger than secondary stakeholder-oriented CSR. Job satisfaction, in turn, was positively and significantly associated with happiness management. The results showed that the control variables of gender and education background had significant effects on happiness management.Practical implicationsFirst, the results provide useful empirical evidence in support of the feasibility that firms could develop competitive and sustainable development strategies by paying more attention to CSR practices. In terms of the primary stakeholder-oriented CSR, managers are recommended to put employees' benefits as a priority and invest in the to offer a healthy and safe working environment or employee support programs. In terms of the secondary stakeholder-oriented CSR, managers are suggested to denote parts of earnings to charity and to people in need. Second, in order to create job satisfaction, firms should put a stronger emphasis on CSR practices. When considering job satisfaction, managers should treat their employees in a socially responsible way and fulfill their demands and rights and place this at the core of their CSR activities.Originality/valueFirst, this study makes a contribution to the existing literature by classifying the four important CSR practices into two types from the perspective of stakeholder theory. By incorporating a series of CSR practices and the stakeholder theory, this study provides a comprehensive and reasonable CSR classification, which has not been considered by prior research. Second, this study adds to the literature by defining the construct of happiness management explicitly along with identifying the dimensions of happiness management. Third, to the best of the authors' knowledge, this is one of the first studies exploring the relationship between CSR and happiness management. Finally, this study is among the first to investigate the correlation between job satisfaction and happiness management.

Influence of multi-aspect job preference matching on job tenure for people with mental disorders in supported employment programs in Japan.

This study examined the association between job tenure and job preference matching for five job preference domains for people with mental disorders enrolled in Individual Placement and Support (IPS) programs in Japan. The domains include occupation type, monthly income, weekly work hours, commute time, and illness disclosure. We conducted secondary analysis of participants who obtained employment in a longitudinal study during the 24-month follow-up period at 16 agencies routinely providing IPS programs. We included 112 participants who expressed job preferences and were employed at least once. A total of 130 employment cases were analyzed. Matches in the five domains were determined using participants' job preferences and employment information. The Match Level (0-5) indicates the number of domains that match the participant's job preferences. Job tenure (weeks worked) was compared between the matched and unmatched groups in each domain and between each match levels using linear regression mixed-effects models. A match for a given domain did not show a significant relationship with job tenure, whereas Match Levels 3 (B = 29.6, 95% CI [10.8, 48.4], p = .003) and 4 (B = 37.0, 95% CI [17.1, 56.9], p < .001) had a significantly longer tenure than those with Match Level 1. A higher match level may be related to a longer job tenure. The results suggest that employment specialists should prioritize clients' preferences in job searches. Further replication studies in other settings and countries should be conducted to verify the findings in this study. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Divided in a digital economy: Understanding disability employment inequities stemming from the application of advanced workplace technologies

ObjectivesThe digital transformation of the economy is characterized by the rapid advancement and wide-spread workplace application of digital technologies. Our study aimed to unpack how the digital transformation of the economy contributes to challenges and opportunities for the sustainable employment and health of persons living with disabilities. MethodsOne-on-one semi-structured interviews with policy makers, disability employment service providers and future of work specialists were conducted. Interviewees asked about the implications of digital technology advancements for persons with disabilities. Participants were also asked about the strategies that could be used to support inclusive employment within a digitized working world. An iterative and flexible grounded theory methodological approach was taken to analyze the qualitative data and to develop a conceptual understanding of the digital transformation of the economy for persons living with disabilities. ResultsForty participants were interviewed from across Canada. The digital transformation of the economy was seen as disadvantageous to persons living with disabilities and could impact their ability to find and sustain paid work, advance within their career, and remain productive. Labelled as the digital divide, participants frequently referred to sources of inequities faced by persons with disabilities that shaped their ability to fully participate in a digital working world. The digital divide was characterized by three intersecting concepts which included disparities in digital technology access, personal resources, and job skills. Participants highlighted the importance of equity and inclusive design considerations in the development and dissemination of digital technology and more responsive skilling initiatives for a changing work environment. ConclusionsFindings provide an important conceptual foundation for scholarship on work and health inequities that can arise from the digital transformation of the economy and bring greater attention to the design of targeted disability employment support programs and policies that are relevant and inclusive for a digital working world.