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Mental health and employment: a mind to work: a good practice guide
- Author:
- CUMING Heidi
- Publisher:
- City and Hackney Mind
- Publication year:
- 2009
- Pagination:
- 21p., bibliog.
- Place of publication:
- London
There is growing support for the idea that work can play an important part in the recovery process for people with mental health problems. Work has a number of positive benefits including financial independence, a sense of purpose and belonging, increased self-esteem, social identity and status, and opportunities for growth and development. This booklet is aimed at Employment Advisors, and aims to stimulate thinking around the issues involved in supporting someone with a mental health problem to secure and retain employment. The focus of this booklet is paid employment, although some sections will also be of relevance to voluntary work, education and training. It covers barriers to employment for adults with mental health problems, models of employment support such as sheltered work and User Employment Programmes, and how to make an assessment and develop an Action Plan for the client. The booklet then looks at the Disability Discrimination Act (1995), reasonable adjustments employers are obliged to make for disabled persons, disclosure of mental health status to employers, and Disability Equality Duty (2006). Finally, it looks at presenting employers with a business case to encourage them to employ someone with mental health problems, and how to support a client once they are in work.
Securing employment for offenders with mental health problems: towards a better way
- Authors:
- SAMELE Chiara, KEIL Jo, THOMAS Stuart
- Publisher:
- Sainsbury Centre for Mental Health
- Publication year:
- 2009
- Pagination:
- 10p., bibliog.
- Place of publication:
- London
This policy paper examines how to improve the employment prospects of offenders with mental health problems. It is based on a review of published literature and discusses the importance of employment, barriers, current initiatives in England and individual placement and support.
Measuring what matters: key indicators for the development of evidence-based employment services
- Authors:
- SHEPHERD Geoff, et al
- Publisher:
- Sainsbury Centre for Mental Health
- Publication year:
- 2009
- Pagination:
- 16p., bibliog.
- Place of publication:
- London
This paper puts forward a set of key performance indicators (KPIs) to assist local mental health and employment services to monitor employment outcomes and target development priorities for people in contact with specialist mental health services. Coverage includes: why employment matters, the policy background, the evidence on what works, commissioning guidance, developing the indicators, participation in the pilot, collecting data and what the returns revealed, ending with conclusions, recommendations and the final KPI framework.
Hard labour
- Author:
- SHRUBB Richard
- Journal article citation:
- Mental Health Today, February 2009, pp.14-15.
- Publisher:
- Pavilion
- Place of publication:
- Hove
Obtaining and keeping a job can be challenging for people diagnosed with a mental illness, despite legislation outlawing discrimination against them. This article highlights strategies from a Trade Union Council guide to help ensure that people with psychiatric issues get fair treatment in the workplace. It also looks at the work of the initiative 'Open Up Toolkit', a project to help service users tackle discrimination against mental illness.
Doing what works: individual placement and support into employment
- Author:
- SAINSBURY CENTRE FOR MENTAL HEALTH
- Publisher:
- Sainsbury Centre for Mental Health
- Publication year:
- 2009
- Pagination:
- 7p., bibliog.
- Place of publication:
- London
The Sainsbury Centre for Mental Health has published 'Doing what works: individual placement and support into employment'. This briefing paper states that people with severe mental health problems are much more likely to get and keep jobs if services use the most effective methods of supporting them into employment. It describes the Individual Placement and Support scheme and suggests that it is the most effective approach to enabling people to gain and retain the jobs they want. However, the paper states that it is only effective if all seven of its key principles are in place.
It pays to look after your workforce: introductory information on wellbeing at work - why, how and who?
- Author:
- SCOTTISH MENTAL HEALTH AND EMPLOYMENT NETWORK
- Publisher:
- Scottish Mental Health and Employment Network
- Publication year:
- 2009
- Pagination:
- 8p.
- Place of publication:
- Glasgow
A leaflet aimed at employers about supporting people with mental health problems into or within work is presented.
Pathways to work: the experiences of longer term existing customers: findings from a survey of four to seven year incapacity benefits customers in the first seven pilot areas
- Authors:
- SEJERSEN Tanja, HAYLLAR Oliver, WOOD Martin
- Publisher:
- Great Britain. Department for Work and Pensions
- Publication year:
- 2009
- Pagination:
- 99p.
- Place of publication:
- London
Pathways to Work has been operating in pilot areas of the UK since October 2003 with the aim of assisting new and repeat incapacity benefits claimants into, and towards, paid work. This report represents the findings of a survey of customers called on to the programme as part of the extension to ‘existing’ customers. It compares the experiences of those who had been claiming incapacity benefits for between one and three years before they started on the programme (a previous report) with those receiving benefits for between four and seven years. In general the longer term group were older and more disadvantaged by their health and less engaged in Pathways to Work. Although four out of five of these customers attended meetings at Jobcentre Plus and most felt that their Incapacity Benefit Personal Advisor (IBPA) listened to them well, they were less likely to attend multiple meetings with IBPAs. Despite this positive view the longer term group did not feel the involvement of an IBPA helped them in thinking about paid work. This longer term group was also less likely to take up the Choices option and only a minority were in paid employment at the time of the survey. Customers with mental health problems were more likely to participate in Choices and generally assed their health less negatively. This group was however less likely to obtain work, seeing their barriers as lack of confidence or other attitudinal or motivational issues.
Mental health practitioners' role in supporting people maintaining their jobs
- Authors:
- BOYCE Melanie, LOCKETT Helen, BACON Jenni
- Journal article citation:
- Mental Health Today, October 2009, pp.23-26.
- Publisher:
- Pavilion
- Place of publication:
- Hove
Mental ill health is an important cause of work related disability. The individual and wider societal benefits of developing and improving the management of mental health in the workplace are discussed. The role of primary care and employers are also highlighted.
That would be telling
- Author:
- KENNY Craig
- Journal article citation:
- Community Care, 23.7.09, 2009, pp.14-15.
- Publisher:
- Reed Business Information
Disability legislation can fail to provide adequate protection to employees who disclose a past mental health problems. Disclosure and non-disclosure of mental health problems to prospective employers are discussed. Two short case studies are included.
Small change, big difference: a civil service line manager's guide to reasonable adjustments for mental health problems
- Author:
- RETHINK
- Publisher:
- Rethink
- Publication year:
- 2009
- Pagination:
- 42p.
- Place of publication:
- London
Reasonable adjustments are required by the Disability Discrimination Act to be provided by employers for disabled staff. This publication is a practical guide for civil service line managers about supporting employees with mental health problems, and providing reasonable adjustments. The guide provides information about mental health problems and how they can impact on people at work. It aims to help managers to make adjustments to minimise this impact so that the employee can work most effectively. The guide includes information on: who is entitled to reasonable adjustments; when is an adjustment reasonable; examples of reasonable adjustments for mental health problems; Wellness and Recovery Action Plans; stigma and encouraging staff to be open about their mental health problems; examples of how someone with a mental health problem might be affected at work; how mental health problems are different to stress; and what to do in a crisis.