Social Work Strategies and Tactics in the Workplace

Abstract

Those social workers who offer employment services can frame job development and placement as a process of workplace socialization in which they facilitate the inclusion of people with disabilities in mainstream work settings. This paper examines the construct of workplace socialization and offers five specific strategies and related tactics for its facilitation in the context of social work practice in disability and rehabilitation.     

The meaning of workplace discrimination for women with disabilities

Studies have found that persons with disabilities who are also members of other minority groups or women encounter dual discrimination. This paper describes how women with disabilities who are in the workplace experience discrimination. In order to determine whether discrimination was a viable issue, theoretical contexts of feminist theory, disability theory, and attribution theory were examined as well as literature examining employment of women with disabilities. For this study, three women with various disabilities were interviewed regarding the effect of their disability on their typical workday, their employment and job seeking history, and employment opportunities. Qualitative data were also provided through mapping by the participants and pictorial data of worksites. Data were grouped into themes of pre-conceived notions of others, attitudes of others, accommodation issues, inclusion issues and exploitation issues. From these themes definitions of discrimination, nondiscrimination in the workplace were developed. Conclusions include the need for more research on workplace experiences of other or more specific populations that experience discrimination as well as the need for ethical reflection on the part of the researcher regarding vulnerable populations.     

Personal assistance services as a workplace accommodation

This paper describes current US trends and practices regarding workplace personal assistance services (PAS) as part of available work accommodation options. Workplace PAS include task-related assistance at work, such as readers, interpreters, help with lifting or reaching, re-assignment of non-essential duties to co-workers, and other help related to performing work tasks; and personal care-related assistance such as helping someone with using the rest room, eating, or drinking while at work. The results reported here are based on forty-one telephone interviews conducted in 2004, which included 20 workplace PAS users and 21 US employers familiar with workplace accommodations. Employers and consumers described a range of workplace personal assistance currently used. Barriers to expansion of workplace PAS include negative co-worker or supervisor attitude, cost to employers and workers, waiting time for accommodations, employee attitude and knowledge, and confusing terminology. Development of organizational culture that encourages employment of people with disabilities and developing employer-employee partnerships in arranging for accommodations can contribute to workplace PAS solutions. The survey findings contribute to better understanding of current practices related to workplace PAS.     

Assistive technology and employment: experiences of Californians with disabilities

For people with disabilities, work remains the best route to independence and enacting one's own choices. Assistive technology (AT) is often crucial in removing barriers to employment, and in enabling workers with disabilities to work more productively. A participatory action research project known as Community Research for Assistive Technology surveyed people with disabilities using Independent Living Centers throughout California, in part to identify barriers to employment and study use of job-related AT to overcome such barriers. Across disability groups, disability itself was cited as the primary barrier to employment, with potential loss of benefits and lack of education cited as secondary barriers. A majority of working respondents reported using assistive technology (such as adapted telephones, wheelchairs, magnifiers, and adapted computer equipment) or services to perform job functions. The vast majority of those using job-related AT reported substantial benefits to their productivity and self-esteem. Employees' requests for AT as a workplace accommodation were granted more often than not, but many other employees had to pay for their own workplace AT.     

Impact of hearing loss in the workplace: raising questions about partnerships with professionals

The number of adults with hearing loss who continue to work later in life is growing. Persons with hearing loss are generally unaware of the role that audiologists, occupational therapists, and vocational rehabilitation counsellors might play in the assessment of the workplace environment and appropriate accommodations. Three narratives of adults with hearing loss are used to demonstrate the gaps in accessing information, technology and services needed to maintain optimal work performance and productivity. The lack of recognition of the multidimensional needs of older workers with hearing loss and the lack of timely coordination of services led to all three persons acting alone in trying to access services and supports. In two of the three cases the impact of the hearing loss resulted in further unexpected losses such as the loss of employment and the loss of a worker-identity. There is an urgent need for partnering with persons who are hard of hearing to develop new strategies for knowledge exchange, more thorough assessment of hearing demands and modifications in the workplace, and interdisciplinary approaches to service specific to the needs of hard of hearing persons.     

User needs evaluation of workplace accommodations

This study examined the multi-faceted issues surrounding workplace accommodation for workers with disabilities. A user needs survey of 510 disabled individuals examined the types of technology and accommodations needed to perform work and employment-related activities. Workers with disabilities used a variety of workplace accommodations to overcome difficulties with functional limitations. Some differences existed in the types of accommodations used by older and younger workers who had the same functional limitation. Workers of all ages were not likely to report mental limitations, and those who did were not likely to utilize workplace accommodations, with the exception of some memory strategies. For those with hearing loss, younger workers used sign language more frequently, while pre-retirement and retirement age workers used more hearing aids. Working age adults with vision impairments used electronic documents, Braille, and CCTVs more than pre-retirement or retirement age workers. Regardless of age, workers reporting functional limitations often received no workplace accommodations.     

Role of workplace safety: a revisit of the relationship between job satisfaction and employment status

This study evaluated the relationship between employment status (i.e., part- and full-time) and job satisfaction, with the focus on the moderating roles of perceived injury risk and injury incidence. The results found that the level of job satisfaction for full-time workers was about the same regardless of the level of injury risk they perceived. In contrast, job satisfaction of part-time workers was significantly higher when they perceived low injury risk rather than high injury risk. The findings also supported the potential adverse impact of injury incidence and injury risk on job satisfaction for both part- and full-time workers. This study highlighted the importance of understanding both workplace safety and job satisfaction when attempting to understand the differences between part-time and full-time workers.     

Globalization,Flexibility and New Workplace Culture in the United States and India

The literature on globalization of services has tended to focus on advanced industrial nations, underestimating the important role Southern markets have played. Given the complexities of the global economy, much can be gained from exploring the ways in which flexible management practices and workplace culture in the United States and India have increasingly conjoined under an emerging set of common principles. In particular, one finds similar phenomena contributing to patterns of job insecurity in both countries: non‐standard employment contracts, long working hours, growing emphasis on individualization, and increasing control over workers. Interestingly, workers in both countries have similar strategies in staying employed as well as dealing with the growing insecurity. In neither country, however, has employment precariousness resulted in a backlash against the government. I posit the reason for this is that even as workers recognize the structural sources of job insecurity due to globalization, they individualize their failures and inability to cope with the changing market.     

Preventing workplace aggression and violence--a role for occupational therapy

Workplace aggression and violence is the fastest growing societal concerns in USA. The review of literature indicates that violence is a substantial contributor to occupational injuries and death. Preventative strategies for minimizing the risk of workplace violence include, cash-handling policies, physical separation of workers from customers, environmental modifications; good lighting, security devices, escort services, and employee training. Studies also suggest that as a preventive measure, employers will attract and retain the best workers if high-risk behaviors are discouraged and appropriate behaviors are supported. Proactive strategies reduce stress, increase productivity, and enhance creativity. A role for occupational therapy practitioners in the prevention of workplace violence is proposed.     

The current situation of supported employment in spain: analysis and perspectives based on the perception of professionals

At present, supported employment is emerging in Spain. It must be recognised that these programmes are more effective than the traditional sheltered structures, in accounting for the number of placements achieved in the mainstream employment market. Despite this fact, recent developments arising from social welfare policies do not encourage the consolidation of supported employment. This article briefly traces the evolution of employment integration of disabled people in Spain, and gives the results of research on professional workers in supported employment programmes. This data enables us to consider proposals to extend the experience of supported employment, thereby improving the employment situation of people with disabilities in our society.     

The transition of the mentally retarded from school to work: The implications of structural unemployment

The recent federal policy initiative placing a national priority on the transition of individuals with disabilities from school to working life has focused a great deal of attention on issues of employment of the disabled. However, most of the discussion and activities have concentrated on the supply side of the equation: training for employment, job design, and the social and economic value of work. Relatively little attention has been paid to the question of demand for workers with disabilities or the nature of the labor market they face. This paper examines the question of employment for one group of disabled, those with mental retardation. We analyze the factors influencing the ability of the economy to absorb these new workers and make a series of recommendations for policy research needed to facilitate the success of the transition policy.     

Facilitators and barriers to employment among individuals with psychiatric disabilities: a job coach perspective

Unemployment rates remain high among individuals with psychiatric disabilities despite growing evidence that supported employment programs (SEPs) can help such individuals to obtain and retain competitive employment. A complete understanding of factors that may facilitate or hinder the success of such supported employment efforts is urgently needed to increase the efficacy of SEPs and move more individuals with psychiatric disabilities from welfare to work. This exploratory study provides insight into potential facilitators and barriers to employment among individuals with psychiatric disabilities from the perspective of job coaches. Twenty-eight job coaches from 14 SEPs in a Northeastern state reported on their experience with four recent clients, two who were successful in obtaining employment and two who failed, through a semi-structured mail survey. Findings suggest that job coaches use similar strategies to assist clients, but in each case try to tailor specific strategies to client's needs and characteristics. Factors that influence successful job placement and research and policy implications are discussed.     

Employers’ and employment counselors’ perceptions of desirable skills for entry-level positions for adolescents: how does it differ for youth with disabilities?

Today’s youth face high unemployment and other labor-market challenges; these challenges are often worse for youth with disabilities. This paper explores what employers and employment counselors look for when hiring youth into entry-level jobs and whether they believe youth with disabilities have fewer skills than those without. This study used a qualitative design with a purposive sample of 19 youth employers and employment counselors. Our findings show that youth employers and employment counselors identify the following traits as enhancing young workers’ employability: a well-prepared job applicant; job fit and a good attitude; and soft skills. We find youth with disabilities are perceived to be at a disadvantage. Consistent with a rising body of research, the emphasis on soft skills, and pliability, opens the door for employment discrimination.     

Employers' knowledge and utilization of accommodations

Increasingly, employers are providing a variety of accommodations to applicants or employees with disabilities. However, little is know about the resources that employers access to identify and develop accommodations in the recruitment, hiring and retention of employees with disabilities. Human resource professionals and supervisors were surveyed to determine the extent to which businesses were aware of, and utilized, the vast array of workplace supports available. Findings indicated that employers have limited awareness of workplace supports and rely primarily on their own organizational resources in identifying and securing accommodations. Yet, business professionals expressed confidence in their ability to meet and support the needs of employees with disabilities despite many supervisors indicating that they did not have the authority to secure accommodations for workers with disabilities.     

Social firms: Sustainable employment for people with mental illness

Objective: Social firms or enterprises aim to offer sustainable employment in supportive workplaces for people who are disadvantaged in the labour market. Therefore, this study sought to explore employees' views in one social firm about the features of their workplace that they found supportive.Participants: Seven employees were recruited, all of whom experienced persistent mental illness, and had worked in this social firm for between eleven months and six years. Methods: A semi-structured interview, the Work Environment Impact Scale (version 2.0), was used to explore participants' views of their workplace and to rate how its physical and social characteristics impacted them. Participants also rated their job satisfaction with a modified Indiana Job Satisfaction Scale. Results: Features of the social firm workplace identified by these employees as contributing to their sustained employment and satisfaction were the rewards, task demands, work schedule, and workplace interactions with supervisors and other co-workers. From their views, guiding principles for the development of supportive workplaces and evaluation of their capacity to afford sustainable employment were derived. Conclusions: This study adds to current knowledge about workplace supports from an employee perspective, and is of relevance for informing future social firm development, workplace design and evaluation.     

Transitions to part-time work at older ages: the case of people with disabilities in Europe

This paper analyses the labour-force transitions of older workers with disabilities in general, particularly workers’ transitions to and from part-time employment within a European context. Using the two first waves (2004 and 2007) of the Survey of Health, Ageing and Retirement in Europe, we compare transitions between employment statuses for disabled and non-disabled individuals, even after controlling for different disability trajectories. In addition, we employ a multivariate framework to examine the determinants for remaining in part-time work in 2007 for those individuals who were part-timers in 2004. The results show that older people with long-term disabilities have a higher probability of staying in a part-time job than their compared counterparts. Policy-makers must promote part-time employment as a means of increasing employment opportunities for older workers with disabilities and support gradual retirement opportunities with flexible and reduced working hours.     

Disability and employee benefits receipt: evidence from the U.S. Vocational Rehabilitation Services Program

Studies indicate positive effects of the U.S. Vocational Rehabilitation Services (VRS) in assisting people with disabilities to find independent employment. Underemployment continues to impact access to adequate health care and other benefits. Workers with disabilities receive fewer benefits, overall. With data from the Longitudinal Study of Vocational Rehabilitation Services Program (LSVRSP), the authors compare the rates of receipt of 6 types of benefits for people with physical, mental, and sensory impairments. Although those with physical disabilities are most likely to receive benefits, all groups lack adequate access to health care, sick leave, and vacation. The authors discuss implications for services provision in the current job market.     

The development of supported employment services for people with mental illness: local experience in Hong Kong

Before the 1960s in Hong Kong, specialized vocational services for people with mental illness were very limited, and sheltered workshop seemed to be the only option for their future vocational placement at that time. As discussed in the literature, there are still many shortcomings of the sheltered workshop model, that brings us to the emergence of another community-based vocational service: Supported Employment. Unlike traditional vocational services, the concept of supported employment emphasizes the placing of the clients into integrated work environments and then providing on-going support and work-related skills training in the job post. Though supported employment services help many clients to sustain a job in the competitive market, many service barriers and problems still remain unsolved. These service barriers and problems will be discussed in this article, and suggestions will be made.     

Violence in the workplace and ergonomic prevention

There is a growing problem of violence in the workplace that should not be ignored. An estimated 6,359 deaths occur per year in the workplace [8] and an average one million each year are assaulted while at work [3]. Workplace violence is detrimental to both the employer and employee. It causes decreased worker productivity which results in monetary loss for businesses and the worker. Prevention programs can and should be implemented to address workplace violence. Prevention strategies that incorporate ergonomic and occupational therapy concepts can increase work productivity and job satisfaction. Certain occupations, such as health care and social service workers, are at a high risk for violence in the workplace. Violence in the workplace may never be eliminated, but steps can be taken to hinder the problem from growing.