1. The document discusses supporting people with mental health conditions in gaining and maintaining employment through evidence-based programs and by addressing barriers like prejudice, low expectations, and a lack of appropriate support.
2. It outlines principles of an effective supported employment model called Individual Placement and Support and cites research showing such programs can help over 50% of participants find competitive jobs.
3. The document argues for an approach where employment is seen as a basic right and realistic goal for anyone with the proper supports, and that supporting employment can help challenge stigma while benefiting individuals' recovery, self-esteem and participation in society.
Employment is important for personal identity and as a source of friends as well as improved income and the benefits this brings. Individual Placement Support (IPS) must deliver the 7 principles of evidence-based employment e.g. we must focus on real employment not voluntary work. The combination of clinical support alongside employment support is vital and we must retain the opportunity to work with anyone who wants to give it a try.
Employment is important for personal identity and as a source of friends as well as improved income and the benefits this brings. Individual Placement Support (IPS) must deliver the 7 principles of evidence-based employment e.g. we must focus on real employment not voluntary work. The combination of clinical support alongside employment support is vital and we must retain the opportunity to work with anyone who wants to give it a try.
This white paper report by Deloitte on: "Mental Health and Employers, the Case For Investment" aims to answer three specific, supporting questions;
1. What is the cost of mental health to employers?
2. What is the return on investment to employers
from mental health interventions in the workplace?
3. What can we learn from international examples in terms
of good practice?
It is a great source of information that can prove to be invaluable when proposing a business case for your employer to make a future framework in place for the mental wellbeing of your employees and future investment.
Anna Denton Jones HR Insights September 2017Laura Steggles
Anna Denton Jones of Refreshing Law covered what employers can do to help support the mental health of their staff and what employers need to do from a legal perspective when staff take mental health-related leave.
Speaker session 3
• Speaker 3: Professor Suzanne Moffatt, Senior Lecturer in Social Gerontology, Newcastle University
Title ‘The impact of income maximisation on health: findings from the Do-Well Study’
Barriers to finding and maintaining employment faced by people with mental he...RebeccaBarber16
Presentation made for a job interview for a 'Job Retention Specialist' post - working within a Recovery team for those with severe and enduring mental health problems
Here we go with the release of our organization's newsletter for Quarter IV. Enjoy Reading! To subscribe, visit our website: https://www.frontenders.in/
The attached document provide the full and final report on our findings on mental health and well being attitudes and practices amongst employers in Guernsey. This survey ran in conjunction with Mind it provides a comprehensive insight into the current state of mental health in workplaces in Guernsey and draws comparison with the UK.
This white paper report by Deloitte on: "Mental Health and Employers, the Case For Investment" aims to answer three specific, supporting questions;
1. What is the cost of mental health to employers?
2. What is the return on investment to employers
from mental health interventions in the workplace?
3. What can we learn from international examples in terms
of good practice?
It is a great source of information that can prove to be invaluable when proposing a business case for your employer to make a future framework in place for the mental wellbeing of your employees and future investment.
Anna Denton Jones HR Insights September 2017Laura Steggles
Anna Denton Jones of Refreshing Law covered what employers can do to help support the mental health of their staff and what employers need to do from a legal perspective when staff take mental health-related leave.
Speaker session 3
• Speaker 3: Professor Suzanne Moffatt, Senior Lecturer in Social Gerontology, Newcastle University
Title ‘The impact of income maximisation on health: findings from the Do-Well Study’
Barriers to finding and maintaining employment faced by people with mental he...RebeccaBarber16
Presentation made for a job interview for a 'Job Retention Specialist' post - working within a Recovery team for those with severe and enduring mental health problems
Here we go with the release of our organization's newsletter for Quarter IV. Enjoy Reading! To subscribe, visit our website: https://www.frontenders.in/
The attached document provide the full and final report on our findings on mental health and well being attitudes and practices amongst employers in Guernsey. This survey ran in conjunction with Mind it provides a comprehensive insight into the current state of mental health in workplaces in Guernsey and draws comparison with the UK.
Key elements of mental health law reform: A clinical perspectivelegislation
Dr Brendan Kelly, Key elements of mental health law reform: A clinical perspective. NUI Galway 23 June 2012. Mental health law reform: new perspectives and challenges. Amnesty International Ireland and the Centre for Disability Law & Policy NUIG.
Mental health law reform in the new and old paradigm of legal capacity, Prof ...legislation
Mental health law reform in the new and old paradigm of legal capacity, Prof Amita Dhanda, NUI Galway, 23 June 2012. Mental health law reform: new perspectives and challenges
Legal Capacity: Recent Experience in England and Wales, Genevra Richardsonlegislation
Legal Capacity: Recent Experience in England and Wales, Genevra Richardson, King's College London. Looking globally, legislating locally: the Irish Legal Capacity Bill, Radisson Blu Hotel, Dublin, 3 April 2012. Amnesty International Ireland & Centre for Disability Law & Policy NUI Galway.
Personal Ombudsmen: Supported Decision-Making in Practice, Anna Nilssonlegislation
Personal Ombudsmen – Supported Decision-Making in Practice, Anna Nilsson. Presented at Looking globally, legislating locally: the Irish Legal Capacity Bill, Radisson Blu Hotel, Dublin, 3 April 2012. Amnesty International Ireland and the Centre for Disability Law and Policy, NUI Galway
Peter Bartlett The right to the highest attainable standard of Mental Health:...
Realising Ambitions: Making Employment a Reality for People with Mental Health Conditions
1. Realising Ambitions: Making Employment a Reality for People with Mental Health Conditions Rachel E. Perkins BA, MPhil (Clinical Psychology), PhD, OBE Freelance Consultant and Trainer Recovery – Employment – Participation Mind Champion of the Year 2010 [email_address] 7 th March 2011
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6. A conspiracy of prejudice and low expectations Expert mental health professionals and employment services believe that people with mental health problems are unlikely to be able to work People with mental health problems believe that they cannot work and give up trying to get jobs Employers believe that people with mental health problems cannot work – so don’t employ them Very few people with mental health problems in employment
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11. We know it works to enable people to work... Competitive employment rates in 16 randomised controlled trials
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13. If we really address employment and education right from the start the results are even more impressive Typical Picture: 50% in employment or education at first admission - only 20% a year later … but it doesn’t have to be this way Individual Placement with Support in First Episode Psychosis From Rinaldi et al (2010) First episode psychosis and employment: A review. International Review of Psychiatry, April 2010; 22(2): 148–162
14. Wholesale manager Accountant IT assistant Mental health development worker Ward assistant Bookmaker Call centre handler Retail assistant Receptionist Hairdresser MH advocate Occupational therapy assistant Accountants officer Catering assistant Chambermaid Cleaner Hotel Porter Labourer Leaflet dropper Plumber’s assistant Post assistant Recycling assistant English Teacher Actor Journalist Admin worker Credit controller Project worker (private sector) IT Helpdesk Admin Assistant Civil servant - executive officer Baker x2 Carpenter Caretaker Hairdresser Sales Assistant x8 IT Support desk Administrator Decorator Cleaner Street cleaner Warehouse worker Market research administrator Care assistant Civil Servant (administrator) Production assistant Assistant special needs teacher Administrative assistant x5 Regeneration project worker Glazier Plumber Catering manager IT trainer Nurse Health records officer Hairdresser assistant Indian Restaurant waiter Leisure assistant Driver Bar work Barista Sales Advisor Boatyard worker Café Assistant Catering assistant Teaching assistant Social worker Youth Worker Financial controller And it is not all stacking shelves
15. We also know that by providing support we increase people’s belief that they can work Proportion of people who had ‘written themselves off’ as unable to work because of their mental health condition
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19. Challenging prejudice and discrimination: The Time to Change Campaign in England www.time-to-change.org.uk
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22. If people with mental health problems are really to enjoy the right to work then we must break down prejudice and stereotypes that prevail and provide people with the support and adjustments they need but most of all we must raise our expectations One of the biggest barriers to employment is low expectations Research shows that work IS a realistic possibility for people with even more serious mental health conditions IF we provide the right kind of support and adjustments Research has found no consistent relationship between diagnosis, severity or duration of mental health problems ... BUT If those of us with mental health conditions are to gain employment and pursue our careers we must believe in our own abilities and possibilities If those of us providing mental health and employment services are to help people to realise their ambitions we must believe in the abilities and possibilities of those whom we serve In the words of Michelangelo “ The greater danger for most of us lies not in setting our aim too high and falling short, but in setting our aim too low and achieving our mark.”
23. ... and the benefits of supporting people to gain employment should never be underestimated “ I have re-entered full-time employment. Over a year later I am still working. I now focus more on opportunities in life and less on my condition. I regularly socialise with my colleagues after work and actually feel content to be a taxpayer again … The support has been immeasurably important …[it] has enabled me to make the journey towards recovery and realise my aim of contributing to society again through fulfilling employment.” “ My passion for my career is immense. A job defines you, provides money, personal fulfilment and a sense of achievement. This is what I am, this is what I do, I am no longer a mental health condition.” “ Now I’m a contributing member of society because of my employment. It’s worth is altering the life of someone with a mental illness … helping me to change direction from hopelessness to being worthwhile.”