A Study on Job Accommodations for People with Mental Disability - the Case of Kaohsiung City

• Main Authors: Li, Yi-Te, 李怡德
• Other Authors: Lin, Hung-Yang
• Format: Others
• Language: zh-TW
• Published: 2016
• Online Access: http://ndltd.ncl.edu.tw/handle/3h28vh

碩士 === 國立屏東科技大學 === 社會工作系所 === 104 === According to the labor condition of people with disability survey in Taiwan of 2014, there is a vast gap of labor participation between people with mental disability with the general labor force. People with mental disability frequently encounter a serious lack of job opportunities and a limited choice of work as they would like to find a job. However, on the other side, there is an increasing internationally development of the community-oriented treatment and service for people with mental disability and the approval of the right of people with disabilities to work. Social environment employment barriers are much more concerned than before. At the same time, job accommodations are also regarded as an important strategy to remove social barriers in workplace, to realize the right of people with mental disability to work. In Taiwan, it had begun to promote job accommodations since 1994, and had passed its related regulations, particularly on subsidy. In addition, job accommodations were also included in People with Disabilities Rights Protection Act and were regarded as a service of vocational rehabilitation. However, according to the related study, the use rate of subsidy among people with mental disability was low, and existing regulations of subsidy and plans may not adequately reflect the actual status. The demand of job accommodations for people with mental disability should necessarily have further exploration and research. Therefore, the purpose of this thesis is to explore what actual implement may be and its potential limitation. A qualitative method was used to study the job accommodations experience and perspectives of five supported employment specialists, who has or had been involved in supported employment service for people with mental disability over three years. The result revealed the course of job accommodations would sequentially include assessment, negotiation, implement, and evaluation. At assessment phase, it revealed the lack of interdisciplinary cooperation and full participation from clients and employers; assessment time was insufficient. The non-material involved accommodations were necessary demand. At negotiation phase, specialists might influence the outcome, but agree or disagree was mainly depending on employers. Negotiation opportunities was still lacking in overall labor market. At implement phase, the cost was small or nothing; small subsidy was used often; natural support in workplace might include other resources depending on clients’ demand. At evaluation phase, there were still no evaluation criteria; different individual needed different follow-up period. In addition, it also revealed a potential stereotype and discrimination and denying the demand of job accommodations phenomenon still took place around with people with mental disability, and made them suffer social exclusion. It was difficult to get rid of social obstacles or oppressions efficiently. In Taiwan, it should improve the right of people with mental disability and further carry out the claim of social model. At the same, it also should reform the concept of job accommodations in society and as in vocational rehabilitation services related specialists, to create an equal opportunities labour market and an inclusive work environment that can promote the well-being of work.