People with mental illness often find it daunting to find a job, much less keep one. It may be difficult for a person with a mental illness, like depression or anxiety, to balance their psychological needs with the stress and demands of a job. The challenge of balancing work and mental health often acts as a barrier to mentally ill people trying to find employment. However, the structure, stability, social exposure, and meaning that employment can provide means working is vital for mentally ill individuals. In addition to the challenges presented by mental illness itself, a significant facet of the issue is that employers may be unwilling to hire and accommodate them. In a recent SAGE Open article, “Employers’ Perspectives on Hiring and Accommodating Workers With Mental Illness,” authors Janki Shankar, Lili Liu, David Nicholas, Sharon Warren, Daniel Lai, Shawn Tan, Jennifer Couture, and Alexandra Sears demonstrate just how urgent it is that employers help to improve the employment rate of the mentally ill. The abstract for the paper:
Many individuals with mental illness want to return to work and stay in employment. Yet, there is little research that has examined the perspectives of employers on hiring and accommodating these workers and the kinds of supports employers need to facilitate their reintegration into the workforce. The aim of the current research was to explore the challenges employers face and the support they need to hire and accommodate workers with mental illness (WWMI). A qualitative research design guided by a grounded theory approach was used. In-depth interviews were conducted with 28 employers selected from a wide range of industries in and around Edmonton, Canada. The employers were a mix of frontline managers, disability consultants, and human resource managers who had direct experience with hiring and supervising WWMI. Data were analyzed using the principles of grounded theory. The findings highlight several challenges that employers face when dealing with mental health issues of workers in the workplace. These challenges can act as barriers to hiring and accommodating WWMI.
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