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599- Week 5
Mental Health & Neurodiversity
| Term | Definition |
|---|---|
| importance of employment for those with mental PSMI | Financial security Contribute to community Social contact, structure, routine Satisfaction, health & well-being Recovery |
| personal PSMI factors & employment | Symptoms of SMI Coping strategies Cog impairments Skills- life, emotional coping, conflict management, social Personal insight- limitations, asking for help Capacity for self-management of functional implications |
| environmental PSMI factors & employment | Institutional barriers Stigma Complex system Social isolation |
| occupational PSMI factors & employment | Task analysis Job duties Work routine Responsibilities- more responsibility means more stress |
| PRPP model of task analysis | Perceive, recall, plan, perform Purpose to help determine area of cog impairment in task performance Observation based |
| employment marginalization | Work status that is characterized by weak attachment to broader social economic structures Due to long hx of unemployment, sporadic employment, no work awaiting upon return |
| employment marginalization factors | Limited social networks Limited access to material resources (clothes, transport, PPE) Limited access to tx or evidenced based employment services Government finances Working in entry-level/part-time with limited benefits |
| creating work opportunities for PSMI | Access to real work opportunities Everyone should be supported to consider employment Work should offer good work conditions Ongoing support Support to material conditions Aim to improve social inclusion |
| supported employment | Helps people w/ mental illness find & keep meaningful jobs in community Jobs exist in open labor market, pay minimum wage, and in work settings w/ non-disabled people |
| practice principles of supported employment | 1 Job search starts soon after interest in work 2 Eligibility based on choice 3 Indv preference & strengths are important 4 Supported employment services are integrated w/ tx 5 Competitive employment is goal 6 Personalize counseling 7 Cont support |
| job retention concern | Job tenure is low. Avg time 6-13 mo, ongoing employment support helps w/ longer job tenure |
| employers & PSMI | Access to employment opp- may think ppl aren't competent, reliable, or too expensive Engaging employers is fundamental role of supported employment- educate employers on value of PSMI, and promote workplace accommodations |
| stigma & PSMI | Belief PSMI unable to fx @ lvl needed to satisfy work req Belief symptom severity is indicator of work capacity Self stigma Disclosure issues |
| disclosure strategies 1. social avoidance 2. secrecy 3. selective disclosure | 1. Stay away from others so they don't have a chance to stigmatize people 2. Go out into world, but tell no one about illness 3. Tell people about illness who seem like they will understand |
| disclosure strategies 1. indiscriminant 2. broadcast | 1. Hide it from no one 2. Be proud, let people know. May see this with people who are neurodiverse |
| managing barriers in disability benefits | Increasing availability of info & advice on benefits when seeking work More access to support while working More knowledgeable & experienced staff giving benefits & providing advice Advocate for more flexible benefit policies |
| social firm features | 20-50% of positions are reserved for employees w/ disabilities All workers are paid same rate All employees have opportunities, rights, obligations |
| social business | Embedded in larger SES & in competition w/ other services Workplace structure that's inclusive & enables productivity & well-being Meets workplace standards for health & safety Legally registered Sustainable May have relation to MH services |
| peer support services | People w/ lived experience viewed as bringing important knowledge & expertise to system They are empowered through this |
| types of peer support services | Informal peer support Clubhouse Self help, mutual peer support Formalized peer support Workplace peer support Community clinical setting Clinical MH system-based peer support |
| informal peer support vs. clubhouse | Naturally occurring, voluntary, reciprocal relationships w/ peers 1:1 vs. Mainly psychosocial & social rec focus w/ peer support naturally occurring among participants |
| self-help, mutual peer support vs. formalized/ intentional support | Consumer operated, voluntary, naturally occurring, reciprocal relationships w/ peers in community settings vs. Consumer run peer support services within community settings focusing on issues such as education, employment, MH system, advocacy, housing, |
| workplace peer support vs. community clinical setting peer support | Workplace-based programs where employees w/ lived experience are selected & prepared to provide peer support to other employees within workplace vs. Peer support workers selected to provide support to those who use clinical services |
| clinical MH system based peer support | Clinical setting, in/outpatient, institutional peer support, recovery centers, crisis manage, ER, acute wards |
| challenges of peer support | Nature of job description Identify & providing for training needs Ensuring inclusion in workplace Boundaries Power Stress for PSW Accountability |
| supported education | Rehab approach to providing assistance, prep, & supports to those w/ psych disabilities who wish to go to post-secondary |
| 2 approaches of SE | 1. Self-contained classrooms w/ specialized curriculum & educational supports are offered 2. On site/ mobile support services to students w/ mental illness who attend courses within community educational institutions |
| neurodiversity paradigm | Natural & valuable form of human diversity Idea of normal brain is socially constructed Social dynamics around neurodiversity have much in common with dynamics of other diversities |
| neurodivergent vs. neurotypical | Having a brain that differs significantly from the majority vs. Having a brain that falls within dominant societal standards of normal |
| what is autism not | Mental illness Due to emotional stress or parental deprivation Related to culture or SES Caused by vaccines |
| double empathy problem | People w/ very different experiences of the world interact with one another, they will struggle to empathize w/ each other Lies in the space between differently disposed social actors Ignoring it leads to ableism |
| false theories about autism | Echolalia is worthless- need to know indv to understand what it means Social motivation- don't have social motivation Theory of mind- cannot understand what is going on in others mind |
| ableist autism interventions | ABA- traumatizing, asked to repeat same tasks Defeat autism now! protocol!- nutrition based, remove metals in diet will remove autism |
| ableism & stigma leads to | Masking Can increase MH diagnoses and cause autistic burnout in autistic indv |
| how to reduce autism stigma | Practice acceptance 0 tolerance for bullying Create safe env for disclosure Don't dismiss disclosure |
| Canada's national autism strategy priority areas | 1. Screening, diagnosis, services 2. Economic inclusion 3. Data collection, public health surveillance, research 4. Public awareness, understanding & acceptance 5. Tools & resources |
| why is economic inclusion important for neurodiversity | Labor participation has traditionally been low Many are underemployed- less hours, pay, & below education level |
| employmentworks | Helps autistic individuals prepare, find, and keep employment |
| employmentwork activities 1. prep phase 2. finding phase 3. keeping phase | 1. Structured learning & job sampling 2. Support for participants to get jobs, education & training opp 3. On-job support, subsidized work experience |
| neuroinclusive employment | Creating a culture that fosters inclusion of neurodiverse indv & setting up structure needed to promote lasting change Problem w/ disclosure & accommodations |
| common accommodations needed for neurodiverse employees | Access to quiet workspace Reasonable adjustments supporting sensory diff Access to fidgets Ability to get up when needed Lighting that does not hum or flicker Flexible work hours Scent free environment |
| communication adjustments for neurodiverse | Don't assume communication was understood Reduce number of "touch" people Give clear, concise instructions Provide written instructions Use visuals Demo tasks |
Created by:
craftycats_
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