Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.
The Making of a Profession
Graham Halsey
Chairman
Vocational Rehabilitation
Helping people to stay in, remain at and return to
work.
Effective workplace rehabilitation is a...
What is Disability Management?
• A proactive process that minimizes the impact of an impairment
(resulting from injury, il...
What is known already?
Well lots actually!
• Any improvement in work-related support
for those who develop health conditio...
What is known already?
Keeping people in work or getting them back to
work more quickly if they do go off sick is now
know...
“Vocational Rehabilitation – What works for whom and when”
Waddell, Burton and Kendall 2008
What is Vocational Rehabilitat...
Where are we now?
Only 34% of adults with mental ill
health or learning disabilities are in
employment in England (NOMIS
2...
What do we know already?
What medical staff say about return to work,
what family and friends say and the response
of thei...
14/12/2016 www.kmghp.com 9
Culture MUST
Change
Services MUST
Change
Attitudes MUST
Change
Work as part of
treatment
Not ju...
Cultural Issues to Overcome
Myths
Some practitioners say that they are unsure
work is good for recovery….
Many employers w...
Why Nidmar?
• Variety of 24 modules to choose from
• Modules can be tailored around the needs of the course participants
•...
Why Nidmar
• Establish national standards of working
• Provide personal development opportunities
• Members of the multi-d...
Developing Links for further development
• Is VR the domain of health professionals only?
• What about the unqualified wor...
Upcoming SlideShare
Loading in …5
×

RIWC_PARA_A156 the need for, and the delivery of, a consistent disability management programme within the united kingdom

98 views

Published on

A156 the need for, and the delivery of, a consistent disability management programme within the united kingdom

  • Be the first to comment

  • Be the first to like this

RIWC_PARA_A156 the need for, and the delivery of, a consistent disability management programme within the united kingdom

  1. 1. The Making of a Profession Graham Halsey Chairman
  2. 2. Vocational Rehabilitation Helping people to stay in, remain at and return to work. Effective workplace rehabilitation is a product of the actions of the employer and health services. 14/12/2016 info@idmscuk-ireland.com 2
  3. 3. What is Disability Management? • A proactive process that minimizes the impact of an impairment (resulting from injury, illness or chronic condition) on the individual’s capacity to participate competitively in the work environment • A process that enhances the likelihood that impairments will not result in workplace disability.
  4. 4. What is known already? Well lots actually! • Any improvement in work-related support for those who develop health conditions will need to be underpinned by a fundamental change in • the widespread perception around fitness for work; namely, that it is inappropriate to be at work unless 100% fit and that being at work normally impedes recovery. Dame Carol Black Working for a healthier tomorrow 2008 info@idmscuk-ireland.com14/12/2016 4
  5. 5. What is known already? Keeping people in work or getting them back to work more quickly if they do go off sick is now known to be a key factor in protecting their long term health and well being. Fitness for work 2013 Lord David Freud. Governments response to Dame Carol Black and David Frost report Health at Work 2011 14/12/2016 5info@idmscuk-ireland.com
  6. 6. “Vocational Rehabilitation – What works for whom and when” Waddell, Burton and Kendall 2008 What is Vocational Rehabilitation? • whatever helps someone with a health problem to stay at, return to and remain in work. • it is an idea and an approach as much as an intervention or a service. Effective vocational rehabilitation requires • work-focused healthcare and workplaces that are accommodating. • strong scientific evidence. • a good business case. • evidence of its cost benefits. Most people with common health problems can be helped to return to work by following a few basic principles of healthcare and workplace management. 14/12/2016 6info@idmscuk-ireland.com
  7. 7. Where are we now? Only 34% of adults with mental ill health or learning disabilities are in employment in England (NOMIS 2012). 14/12/2016 7 There still needs to be a shift in behaviour at community, professional and individual level. Public sector expenditure continues to increase on ill health and unemployment within the deficit reduction strategy. We continue to spend money on activities that don’t keep people in employment or get them back to work. Some professionals still assume that not working is better for people than going to work. info@idmscuk-ireland.com
  8. 8. What do we know already? What medical staff say about return to work, what family and friends say and the response of their employer will together determine whether someone returns to work or not. 14/12/2016 8 When considering people with the same condition, similar employers, same race, age and gender – some will return to work – others will not. The longer people wait for treatment the less likely it is for them to return to work. What people say early in a period of illness about their return to work will influence if they return – regardless of the interventions they receive. info@idmscuk-ireland.com
  9. 9. 14/12/2016 www.kmghp.com 9 Culture MUST Change Services MUST Change Attitudes MUST Change Work as part of treatment Not just an Occupational Health issue Training of medical staff – workplace rehabilitation is treatment Working with a chronic condition becomes the Prevention– focus on new norm keeping people in Not working should work be the exception Medical and social care staff – talk about work and actively support people to work Early treatment – move from an acute medical model Aspirations for our families/friends – particularly our children Good Work – generates profits Not every solution is medical
  10. 10. Cultural Issues to Overcome Myths Some practitioners say that they are unsure work is good for recovery…. Many employers want to know how people can be made 100% fit for work. “we should concentrate on getting you better before you think about work” Evidence Work is good for health – being out of work is bad for health. (Waddell and Burton 2006) Being in employment has a positive impact on recovery. Chronic conditions, poor health and recovery from surgery do not stop people working. (DWP Mental Health and Employment 2008) People have different rates of recovery, employers and employees need to agree when they can return to work and what they will do (Boorman 2008)
  11. 11. Why Nidmar? • Variety of 24 modules to choose from • Modules can be tailored around the needs of the course participants • Assignments to re-enforce contents of modules • Exam – currently based on 300 MCQs • Credited course which is recognised worldwide • Offers professional qualification • Delivered by tutors with experience of working in the field
  12. 12. Why Nidmar • Establish national standards of working • Provide personal development opportunities • Members of the multi-disciplinary team have a common understanding of VR/DM and requirements of RTW • Professional boundaries blurred to the advantage of the client • Consistency of training • Similar levels of expertise in the team achieved • Team morale high
  13. 13. Developing Links for further development • Is VR the domain of health professionals only? • What about the unqualified workers being used by organisations delivering return to work? • How can we look to up skill them? • Should we consider a CDMP as part of career path for non-health professionals? • Could it be part of an “apprenticeship scheme”? • Entry Level to Masters Degree?

×