Employing and accommodating workers with psychiatric disabilities
Employment is an important social determinant of health and participation in employment can enhance health and wellbeing.
Unfortunately, the majority of individuals with serious mental illness are unemployed [1–5].
Severe disabilities include Alzheimer's disease, autism, mental retardation, and long-term use of a cane, crutches, walker, or wheelchair.
Also, recent jurisprudence has widened the applicability of accommodation.
Many accommodation options available to you as an employer can be low-cost or no cost.
People with disabilities may just have the skills and competencies you require within your organization yet they are often under-employed.
It is important to consider how your organization can tap this potential source of employees.
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The Treasury Board Secretariat has developed this guide to help Public Service managers who employ or are considering employing persons with psychiatric disabilities, and to respond to the employment-related needs of these employees.
This guide includes practical tips on how to manage and accommodate employees with psychiatric disabilities.
444, 11044-82 Avenue, Edmonton, AB, Canada T6G OT2Received 4 July 2014; Accepted 3 November 2014; Published 20 November 2014Academic Editor: John Godleski Copyright © 2014 Nene Ernest Khalema and Janki Shankar.
This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
A disability can be either permanent (for example, a hearing or mobility impairment) or temporary (for example, a treatable illness or temporary impairment that is the result of an accident).