Service User Employment Report (2008) (original) (raw)
Related papers
Advances in Psychiatric Treatment, 2008
The Disability Discrimination Act, passed by Parliament in 1995 and amended in 2001 and 2005, covers people in Britain with physical or mental impairments that have a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities. The Act has been important in setting a framework for good practice and it can stimulate more systemic change through formal investigations of organisations or whole sectors, and through the Disability Equality Duty, in force since December 2006. The Disability Discrimination Act has implications for people working in mental health services when they are considering employment and educational opportunities for service users, and when they are considering how to redress systemic disadvantage, including inequalities in physical health.
2016
This report examines the situation of people with psychosocial disabilities, such as those who have experienced mental health problems, and the barriers that they encounter to participating in the labour market. It identifies evidence that stigma and discrimination are significant factors in the low rates of employment participation by this group. The report looks at the contribution that can be made by EU legislation on the prohibition of disability discrimination. Based upon reports from national experts in 28 EU Member States, it provides an overview of experience in these jurisdictions with using disability discrimination laws in the context of psychosocial disabilities.
Mainstreaming the Disability Equality Duty and the Impact on Public Authorities' Working Practices
Social Policy and Society, 2011
Implemented as part of the 2005 amendments to the Disability Equality Act, the Disability Equality Duty (DED) placed new and important demands on public sector bodies. All such organisations are required to develop policies and working practices which actively promote the equality of disabled people as employees, consumers or visitors. The promotion of equality has to be proactive as opposed to reactive and must be mainstreamed into the normal day-to-day activities of organisational working practices. Whilst the DED follows on from the framework of previous anti-discrimination legislation set in place over the last 15 years, it represents a significant change in equality legislation and demands that public sector bodies instigate fundamental changes in their approach towards disability. This article reports on the initial stages of the implementation process of the DED across a range of public sector organisations in England, focussing in particular on how this policy has impacted o...
Mental Health, Law and Creating Inclusive Workplaces Mark Bell * (2016) 69 Current Legal Problems 1
A growing body of research has drawn attention to the high levels of disadvantage encountered by people with mental health problems in the labour market. This takes a variety of forms, including higher rates of unemployment and sickness absence, as well as individual experiences of discrimination often linked to the stigmatisation of mental illness. This article explores the role that law can play in creating inclusive workplaces. It reflects on the values that should guide legal intervention, taking its inspiration from the UN Convention on the Rights of Persons with Disabilities and the principles found in capabilities theory. Drawing upon both, the article contends that law can be galvanised to make a more effective contribution, in particular through greater emphasis on the role for positive action and the rights of persons with disabilities to individual and collective participation.
Disability management and the Disability Discrimination Act
Human Resource Management Journal, 1997
he Disability Discrimination Act (DDA) embodies a new source of legal responsibilities for employers. At present its implications are inevitably rather unclear, given that its employment-related provisions only came into force in December 1996 and there is consequently an absence of case law shedding guidance on their precise meaning.' It is nevertheless clear that the provisions will require important changes to be made to the HR policies of many organisations.
Disability and employment – overview and highlights
European Journal of Work and Organizational Psychology
Due to the expected decline in the working-age population, especially in European countries, people with disabilities are now more often recognized as a valuable resource in the workforce and research into disability and employment is more important than ever. This paper outlines the state of affairs of research on disability and employment. We thereby focus on one particular group of people with disabilities, that is to say people with mental disabilities. We define disability according to the International Classification of Functioning, Disability and Health (ICF) of the World Health Organization, by that recognizing that disability results from the interaction of person and environment. Key issues, including the complexity of defining disability, the legal situation in Europe and North America concerning disability at work, and barriers and enablers to employment, are discussed. For each of the topics we show important findings in the existing literature and indicate where more indepth research is needed. We finalize with a concrete research agenda on disability and employment and provide recommendations for practice.
Mental health problems, benefits and tackling discrimination
BJPsych bulletin, 2018
SummaryPoverty is strongly associated with mental illness. Access to state benefits can be a lifeline for people with mental health problems in times of hardship and can assist them on their journey of recovery. However, benefit application processes can discriminate against those with mental illness and can result in individuals unjustly missing out on support. Clinical evidence from mental health professionals can ameliorate these challenges and ensure that people get access to financial help.Declaration of interestDr Billy Boland is on the advisory board of the Money and Mental Health Policy Institute.