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Accommodations for a Psychiatric Disability Within Employment

(http://nodifferentthanyou.blogspot.com/2013/08/stigma-defintiion.html) 


What are some employment needs for an individual with a psychiatric disability?
Many individuals live successful lives with psychiatric or physical disabilities.  In fact, thanks to Title 1 of the American with Disabilities Act of 1990, individuals are protected from being discriminated against while applying for jobs during hiring, firing, compensation as well as job training (Employment, Title I, 2015).  In essence under the law there is no reason as to why individuals with disabilities can not be a successful employee.  There are many ways in which an employer can help to accommodate an individual with a psychiatric disability.  Many of these accommodations include a flexible schedule, modifying training material or equipment, or an extra supportive person to help as an accountability partner (Enforcement Guidance, 2002). A simple, yet crucial tool is to continue communication between the employer and the employee.  This allows for updates on how the job is going as well as the opportunity to asses the need for more or less accommodations.


What are some job site or technological accommodations that might be useful to assist in mitigating limitations and increasing workplace accessibility?
The psychiatric disability used in this example will be Post Traumatic Stress Disorder (PTSD).  This is a disorder in which a traumatic and terrifying event triggers strong feelings which often results in the symptoms of flashbacks, nightmares, severe anxiety to the extent of hypersensitivity, as well as lack of control of one’s thoughts of the event (Post-traumatic stress disorder, 2015).  One of the greatest accommodations needed for individuals who are diagnosed with PTSD is allowing the individual the time to take a break if a trigger is present and they are in need of time away from their task.  Due to many issues related to sleep, it is important to know as the employer that this too could play a role in the success of one’s work.  This is another reason why it is important to allow for a flexible schedule weather this means working from home, or more breaks (ODEP - Office of Disability Employment Policy, 2015). If an individual struggles with physical symptoms of PTSD such as headaches, or nausea then allow for different lighting, or a specialized location closer to a bathroom.  The following stated thus far, headaches, lack of sleep and in general the anxiety of having these triggers can result in issues with memory and concentration.  This could impact one’s ability to remember tasks, stay organized, and time management skills.  Therefore accommodations such as a daily planner or to do list written out may be essential.  In addition providing step by step written instructions as to what needs to be done, allowing time for questions would also be helpful.  Individuals may already have personal coping tools to dealing with stress of triggers, such as soothing music or a fan. Being open to these ideas could be the key to creating an environment where both the employer and employee can be successful. Depending on the level of communication between the employer and employee it may be helpful to have an idea of what their triggers are.  For example if a veteran struggles with loud noises, it may not be the best place for them to work in a high noise area.  It is also not unheard of for an individual with PTSD to utilize a service dog; accepting this could be an additional resource.  Lastly allow time for counseling sessions, doctor appointments or crisis times that may arise at work due to a trigger.  Allowing extra time is helpful, because if all goes well the work gets done but if something does come up the employer does not have to worry and can help the employee get the additional support they need to get the job done (Accommodation and Compliance Series, 2015).


What stigma if any is associated with a mental health diagnosis in the workplace?
There are numerous stigmas surrounding individuals with a mental health diagnosis working.  The fact that there is the need for a law to protect these individuals shows proof that this was and is still an issue.  There are many myths and biased opinions related to individuals with disabilities having employment opportunities equal as to those who are not disabled. Stigma is that of many “stereotypes” by a large amount of people which then creates an entire stigma, or thought process behind the event.  For example a well known stigma is the thought that individuals with disabilities are lazy and do not want to work, so if they do want to work- they must be searching for the easiest job possible.  This thought then becomes generalized into the belief that ALL individuals with a disability now are lazy.  The issue with stigmas such as these is they create an environment in which an individual with a disability is continuously trying to prove themselves.  In addition it leads to lack of self confidence, which in return can result in poor employment outcomes (Mental Health & Stigma, 2015).


What other relevant information information would you feel is important to address to help your client obtain and sustain employment?  
The most crucial development between an employer and employee is continuous communication.  As a vocational counselor it it is essential to know and understand the client’s level of work in order to best advocate for them.  Ensuring the proper supports such as job coach is also important.  In addition creating a good relationship with the client's employer can be helpful in case any issues or questions were to arise.  The employer feeling as though they can reach out shows they too want the best for the employee.


References


Accommodation and Compliance Series: Employees with Post Traumatic Stress Disorder (PTSD). (n.d.). Retrieved November 24, 2015, from http://askjan.org/media/ptsd.html


Employment (Title I). (n.d.). Retrieved November 24, 2015, from http://www.ada.gov/ada_title_I.htm


Enforcement Guidance. (2002, October 22). Retrieved November 24, 2015, from http://www.eeoc.gov/policy/docs/accommodation.html


Mental Health & Stigma. (2015). Retrieved November 25, 2015, from https://www.psychologytoday.com/blog/why-we-worry/201308/mental-health-stigma


ODEP - Office of Disability Employment Policy. (n.d.). Retrieved November 24, 2015, from http://www.dol.gov/odep/pubs/fact/psychiatric.htm


Post-traumatic stress disorder (PTSD). (2015). Retrieved November 24, 2015, from http://www.mayoclinic.org/diseases-conditions/post-traumatic-stress-disorder/basics/definition/CON-20022540



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