Serving Jobseekers with Psychiatric Disabilities

1. Serving Jobseekers with Psychiatric Disabilities DOL/CRC Conference Washington D.C. August 25, 2005

2. The Value of Work • “ the right to employment is as much a symbol of full citizenship in modern society as is the right to vote” (Fabian, 1999) • “Our work, our recreational and leisure pursuits, our friendships, our membership in our community, all of these are linked to one another. What happens in one area affects the others. (Hagner, DiLeo, 1993)

3. The Value of Work “IT IS NEARLY IMPOSSIBLE TO MAKE YOUR OWN FUTURE WHEN YOU ARE NOT PART OF THE ECONOMIC FABRIC OF THE CULTURE YOU LIVE IN” PATRICIA DEEGAN 20th World Congress Rehab International: Oslo, Norway JUNE 2004

4. Role of Work in Recovery • Individuals with severe and persistent mental illness who say that they want to work 60 - 70% • Are currently working = less than 15% (The facts about Mental Illness and Work, Matrix Research Institute, Philadelphia, Pa)

5. Role of Work in Recovery (cont) Mental health consumers spend 14% of the day in productive activity compared to 39% for the general population (Krupa, 2001) Consumers who work utilize mental health services less and improve their social skills and presentation. It is tied to an increase in self esteem and self confidence (Bond et al, 2001)

6. THE FACTS ABOUT MENTAL ILLNESS AND WORK • There are over 3 million working age adults with psychiatric disabilities of whom 70% to 90% are not employed • Psychiatric disability is the largest single diagnostic category among working-age persons receiving Social Security Administration SSDI/SSI disability benefits (27%/36% as of 2001)

7. THE FACTS ABOUT MENTAL ILLNESS AND WORK • Studies have shown that the great majority of people with serious mental illness want to work • A diagnosis of serious mental illness is not a reliable indicator that someone can not work (Bond, 2004)

8. CHICAGO STATISTICS • Almost 75,000 people in the Chicago area have mental disabilities according to the 2000 census • Chicago area unemployment rate is 6.1%, but 77% of people with psychiatric disabilities are not working (2003)

9. Advancing Customized Employment (Project ACE): • Funded by the U.S. Department of Labor, Office of Disability Employment Policy (DOL ODEP) • Designed to enrich the capacity of local One-Stops to provide customized employment (CE) services to people with psychiatric disabilities who are not regularly targeted for services by the One-Stop Center system • A Collaboration of: • Chicago Workforce Board/Chicago One-Stop Centers • Thresholds, Inc. • The Center for Mental Health Services Research & Policy, University of Illinois at Chicago

10. Thresholds: The Agency’s Role in Community Services • Thresholds has been operating in the Chicagoland area since 1959 • The agency is committed to helping individuals who want to work find opportunities to do so • Strong belief from past experience that individuals with mental illness recover and contribute

11. The Importance of a Recovery-Focused Framework • Recovery is a process, a way of life, an attitude, and a way of approaching the day’s challenges…The need is to meet the challenge of the disability and to reestablish a new and valued sense of integrity and purpose within and beyond the limits of the disability;…to live, work and love in a community. . . .” Patricia E. Deegan, National Consumer Leader

12. The Model of Vocational Programming at Thresholds • Individualized approach to job development in keeping with customized employment concepts • Based on research, retention is enhanced when the job fits an individual’s preferences, interests and abilities

13. Vocational Programming (cont) • Review with individuals the barriers to employment and develop plans that address these issues • Approach employers as partners • Provide follow along supports – something research has demonstrated as a critical need, but also a service to employers

14. Supported Employment Model • Eligibility is based on consumer choice • Supported employment is integrated with treatment • Competitive employment is the goal • Rapid job search is used • Job finding is individualized • Follow-along supports are continuous (Drake and Becker, 1993, Bond, 2001)

15. Supported Employment Concepts: Marketing Strategies • Employing people with disabilities is not different from employing anyone else • Businesses benefit when they exercise ownership and control over the employment process • Strategies and techniques available from supported employment programs are useful in working with all employees

16. Supported Employment Concepts: Marketing Strategies • Investment in human resources is the most important investment a business can make • Managing a diverse workforce is an increasingly critical business function (Hanger & DiLeo, 1993)

17. Disclosure 5. Overt professional supports, similar to disclosure itself, have both potential benefits and drawbacks on the worker with mental illness and the relationships with the employer and co-workers (Marrone,1998)

18. Pros Accommodations Burden lifted Ability for advocacy by professional staff More support from supervisor (Rollins,2002) Cons Stigma/discrimination Concern about scrutiny Relationships with co-workers/supervisors Advancement fears Disclosure

19. Disclosure • Issues around disclosure • Disability identity • Job matching • Lark of clarity about psychiatric accommodations • Concern about negative responses • Assessment process for disclosure (Dalgin & Gilbride, 2003)

20. Disclosure Questions to review with a consumer • Personal ethics • Is the truth better • Is the truth relevant • Can the facts be checked • Effect on job seeker • Consequences Marrone, 1998

21. Disclosure Program needs to review after the previous discussions what it means if the person does not want to disclose in terms of program support in terms of help getting a job and keeping a job Always good to revisit the consumer decision as time goes on

22. Accommodations • What are some accommodations that can be asked for that might help? Fabian (1993) most frequent: • Orientation and training to supervisors • Modifying non-physical work environment by providing job coaching • Modification of work hours and schedules

23. Accommodations Mancuso (1990) listed out functional limitations • Screening out environmental stimuli • Sustaining concentration • Maintaining stamina • Handling time pressures and multiple tasks

24. Accommodations Mancuso (cont) 5. Interacting with others 6. Responding to negative feedback 7. Responding to change

25. ACE Program Description • Population description

26. ACE Program Description • Program offerings

27. ACE Program Description • Program issues

28. Development of Interface • Establishing interface between MH providers and One-Stop System partners is essential • Points of contact vary by the One Stop

29. Flexibility of service delivery development of regular communication Understanding of partners’ roles and best points for interface bringing resources to the partnership Some Essential Elements

30. A Provider’s View of Barriers to Services • Funding Streams • Performance Indicators • Need for Individualization of Services • Supports Available to Customers

31. Goals for Improved Services for Individuals with Disabilities • Institutionalizing a system of interface between One-Stops and local social service providers • A national commitment to provide incentives to working with individuals with hidden disabilities, such as mental illnesses, in the employment area