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Supporting neurodivergent‐inclusive workplaces is an increasingly important consideration in Human Resource Management (HRM). While a strengths‐based approach to neurodivergence has been advocated, empirical evidence regarding the effectiveness of HRM practices that support high‐quality employment outcomes for neurodivergent people is lacking. Drawing on a nationally representative sample of over 25,000 people in the United Kingdom, we examine the influence of neurodivergence on multiple employment outcomes, including employment status, underemployment, employment precarity, job tenure, and hourly wages. We theorize and empirically examine how flexible‐ and homeworking practices moderate the effects of neurodivergence on employment outcomes. Our findings show that neurodivergent people are twice as likely to be in precarious employment and more than 10 times as likely to be in temporary employment compared to neurotypical people. Neurodivergent individuals are also significantly more likely to experience underemployment and have lower employment tenure; however, controlling for other factors, we find no significant differences in hourly wages. We find that flexible working practices can substantially improve employment outcomes for neurodivergent people, raising significant questions regarding the role of HRM in enabling more neurodiverse workplaces. We critically reflect on the implications of our findings for policy, practice, and future research. [ABSTRACT FROM AUTHOR]

Based on research on meta‐stereotypes and signaling theory, we examined the effects of organizational signaling on the attraction of autistic applicants. Our model predicted that meta‐stereotypes and the combination of expressed and evidence‐based autism‐conscious signals would have simple and joint effects on candidates' fit perceptions, which would, in turn, affect their job pursuit intentions. Further, we expected that the effect of signaling on our outcomes would be weaker among candidates with strong negative autism meta‐stereotypes. Prior to testing our hypotheses, we conducted a focus group to determine the supports that autistic job seekers deemed most important. As the ability to work from home (WFH) was overwhelmingly the most cited support, we included this as our evidence‐based signal. Specifically, we examined the combined effect of disability‐conscious (vs. disability‐blind) diversity statements and WFH (vs. retirement benefits) on expected fit and subsequent job pursuit intentions. Both meta‐stereotypes and combined signals significantly influenced fit expectations. Further, the autism‐friendly signals significantly affected the fit of candidates with weak and moderate negative meta‐stereotype, but not the fit of candidates with strong meta‐stereotypes. In addition, our results indicate that the signal x meta‐stereotype interaction had an indirect effect on job pursuit intentions. Findings are discussed vis‐à‐vis the research on signaling theory and practical guidance is offered to employers seeking to attract the growing number of autistic job seekers. [ABSTRACT FROM AUTHOR]

Disabled people can be successfully employed in most production processes, provided that one knows how to exploit their abilities and take into account their limitations in order to give them an appropriate job. However, because the level and type of production must be constantly adapted to the needs of the market, the involvement of disabled people in the production process may also change. Additionally, people with disabilities have limitations as well as additional rights that must be considered. As a result, the organisation and planning of their work, side by side with other employees, becomes more complex. Computer simulations can be a support for organising and planning the involvement of employees with disabilities in production processes. The aim of the article is to show how simulations can facilitate the organisation of work of employees with disabilities, with the changing demand for manufactured products. The paper identifies the factors that should be considered, and then presents how the employment of disabled people can affect the operation of the production line and the commercial image of the company. The study uses a combination of System Dynamics and Discrete Event Simulations. The relevant data for the simulation were derived from a production company. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this study was to gain an understanding of employers' attitudes to, knowledge about, and policies relating to employing someone with a spinal cord injury (SCI). Methods: Semi-structured interviews were conducted with nine employers located in Australia from a range of backgrounds and different sized businesses. The interviews were thematically analysed. Results: Three themes were identified: Organisational policies (sub-themes: Recruitment - inherent requirements of the role vs risk mitigation; Recruitment strategies and targets; Disclosure; Accommodations needed or offered); Barriers & facilitators (sub-themes: Lack of knowledge about SCI; Physical accessibility; Workplace culture); Personal attitudes (sub-themes: Personal attitudes don't align with organisational policy; Personal experiences informed understanding). Conclusions: Organisational policies and practices of the employers' organisations, and workplace culture impact the likelihood of someone with a SCI being employed, particularly in relation to recruitment, employment targets, and available accommodations. Individual staff attitudes and knowledge also influence this process. Multi-faceted approaches are needed to increase the employment of people with SCI. IMPLICATIONS FOR REHABILITATION: Barriers to employing someone with spinal cord injury (SCI) include lack of knowledge about SCI, and lack of knowledge about workplace laws Organisational policies and practices of organisations impact the likelihood of someone with an SCI being employed Individual staff attitudes influence employment of people with SCI Employers' knowledge about and confidence in employing people with SCI, is an important area to target interventions. [ABSTRACT FROM AUTHOR]

People with intellectual disabilities find it difficult to find meaningful work, to feel safe in the workplace, and to feel like they belong. In this article, two self-advocates with intellectual disabilities and two of their supporters discuss what meaningful work for people with intellectual disabilities means to them. Several recommendations from the Royal Commission into Violence, Abuse, Neglect and Exploitation (the Commission)) on employment for people with disabilities are discussed. The authors also call for better working conditions, more choice in the types of employment, and equitable wages. The Australian Government needs to have a vision of employment for people with intellectual disabilities and they need to involve people with intellectual disabilities in making the changes that are needed. [ABSTRACT FROM AUTHOR]

Although the number of graduates with disabilities is increasing worldwide, few studies have examined their transition to employment. This study analysed the difficulties they find in their labour insertion compared with their peers without disabilities and offers proposals to improve their employability. We used a representative sample of Spanish graduates, with and without disabilities. Our results showed that the main problem for graduates with disabilities is their access to the labour market. There is, however, no evidence of differences in the quality of employment between graduates with and without disabilities. We found that the difficulties in accessing employment among graduates with disabilities are related to discriminatory institutional factors in the labour market. Therefore, it is important to implement policies focused on the removal of institutional barriers that may prevent employers from hiring graduates with disabilities. Our results provide empirical evidence for policies that can improve their employability. Points of interest: In recent decades, there has been a significant increase in the number of people with disabilities enrolled in higher education programs. This study compares the employability and job quality of Spanish university graduates with and without disabilities. The results showed that Spanish graduates with disabilities struggle to find work. However, once employed, their jobs are of similar quality to those without disabilities. This research proves that differences in employability between graduates with and without disabilities are mainly due to discriminatory factors and not differences in skills. Evidence shows that providing employment support and personalised job search assistance can aid in removing discrimination against graduates with disabilities. Promoting temporary, part-time, or self-employment for graduates with disabilities can also ease their access to the labour market by adapting employment to their special needs. [ABSTRACT FROM AUTHOR]

Purpose/Objective: Small sample sizes are a common problem in disability research. Here, we show how Bayesian methods can be applied in small sample settings and the advantages that they provide. Method/Design: To illustrate, we provide a Bayesian analysis of employment status (employed vs. unemployed) for those with disability. Specifically, we apply empirically informed priors, based on large-sample (N = 95,593) July 2019 Current Population Survey (CPS) microdata to small subsamples (average n = 26) from July 2021 CPS microdata, defined by six specific difficulties (i.e., hearing, vision, cognitive, ambulatory, independent living, and self-care). We also conduct a sensitivity analysis, to illustrate how various priors (i.e., theory-driven, neutral, noninformative, and skeptical) impact Bayesian results (posterior distributions). Results: Bayesian findings indicate that people with at least one difficulty (especially ambulatory, independent living, and cognitive difficulties) are less likely to be employed than people with no difficulties. Conclusions/Implications: Overall, results suggest that Bayesian analyses allow us to incorporate known information (e.g., previous research and theory) as priors, allowing researchers to learn more from small sample data than when conducting a traditional frequentist analysis. Impact and Implications: We provide a Bayesian tutorial for selecting priors, computing, and interpreting results within the context of disability research. We hope to inspire future research using Bayesian analysis for small sample disability data. [ABSTRACT FROM AUTHOR]

Many autistic people are unemployed. Of those who are employed, many are in roles that do not reflect their skills, qualifications and/or capabilities, and little is known about how autistic people progress throughout their careers. This study aimed to review and synthesise the existing evidence about career progression for autistic people. In total, 33 studies met the criteria for inclusion, though no study directly aimed to explore the topic. Our findings suggest that underemployment is common within the autistic population. Indirectly, we identified several potential barriers and facilitators of career progression for autistic people. Possible barriers included personal (e.g. gaps in education and employment history), relational (e.g. disclosing an autism diagnosis) and organisational factors (e.g. inadequate employment support). Adequate employment support was the most frequently discussed facilitator. Future research should seek to identify the most successful employment supports for autistic people over the long term to ensure that all autistic people are able to live – and work – in ways that are meaningful to them. Lots of autistic people are unemployed. Even when they are employed, autistic people might be given fewer opportunities than non-autistic people to progress in their careers. For example, assumptions about autistic people's differences in social communication might mean they are not given as many promotions. Indeed, we know that many autistic people are in jobs lower than their abilities (known as 'underemployment'). We reviewed 33 studies that tell us something about career progression for autistic people. Our review found that lots of autistic people want to progress in their careers, but there are many barriers in their way. For example, when they told their employer about being autistic, some people were given fewer opportunities. Research has also shown that autistic people do not get enough support to progress and that gaps in their employment history can make it difficult to progress. Our review suggested that good employment support (e.g. mentors) might help autistic people to progress in their careers. However, not much research has evaluated employment support for autistic people, which means we do not know how useful it is. Future research should find the best support that allows autistic people to live and work in ways that are meaningful to them. [ABSTRACT FROM AUTHOR]

Objective: While depression associated with disability has been extensively studied, how depression could differ depending on whether the disability is congenital or acquired remains to be investigated. The objective of this study was to compare depression and related factors among people with congenital and acquired physical disabilities. Methods: We used the 2016 Panel Survey of Employment for the Disabled in Korea, a population-based survey for people with disability registered with the Korean government. Among 4577 participants, a total of 2128 participants with physical disability were analyzed using chi-square and binary logistic regression analysis. Results: The prevalence of depression was 12.9% in those with congenital physical disability and 16.0% in those with acquired physical disability. Stress due to disability and family relationship satisfaction were associated with higher and lower odds of depression, respectively, in both disability groups. Discrimination due to disability, divorce, social participation, and subjective social status were significant predictors of depression only in people with acquired disability. Conclusions: Compared to those with congenital disability, individuals with acquired disability can be more susceptible to issues relating to social relationships, social standing and discrimination. Findings of this study suggest that acquired disability and adapting to changes associated with it can be a source of mental distress in addition to living with it. Efforts are needed to address discrimination, provide supportive social relationships, and provide supportive living conditions in order to reduce depression in persons living with disability, especially those with acquired disability. [ABSTRACT FROM AUTHOR]

BACKGROUND: This scoping review aimed to identify the barriers, facilitators and benefits of returning to work following burn injury, outcome measures used, management strategies, and models of care. OBJECTIVE: To provide a comprehensive overview about working-aged adults returning to their preinjury employment after burn injury METHODS: We followed a pre-determined scoping review protocol to search MEDLINE, CINAHL, Embase, PsycINFO, PubMed, Scopus, CCRCT and CDSR databases between 2000 to December 2023. Papers reporting primary data from previously employed adults with cutaneous burn injuries were included. RESULTS: In all, 90 articles met the review criteria. Return-to-work was both an outcome goal and process of recovery from burn injury. Physical and psychological impairments were identified barriers. Job accommodations and modifications were important for supporting the transition from hospital to workplace. Employment status and quality of life sub-scales were used to measure return-to-work. CONCLUSIONS: Consistent definitions of work and measurements of return-to-employment after burn injury are priorities for future research. Longitudinal studies are more likely to capture the complexity of the return-to-employment process, its impact on work participation and changes in employment over time. The social context of work may assist or hinder return-to-work more than physical environmental constraints. Equitable vocational support systems would help address disparities in vocational rehabilitation services available after burn injury. [ABSTRACT FROM AUTHOR]

Social participation is an effective way to reduce loneliness among older adults. However, little is known about Black older adults' (BOAs') poor participation in social programs. This study thus explores the varied factors that shape BOAs' participation in social programs and services and how lack of social participation contributes to loneliness. 13 BOAs with mean age of 63.8 participated in this narrative study. Misrepresentation of BOAs in social programs and services, lack of opportunity for employment engagement, affordability and accessibility were key themes. These findings highlight the need for integration of strategies to increase cultural diversity in programs in Ontario. [ABSTRACT FROM AUTHOR]

This study introduces the concept of “timeism” to examine how ableist assumptions about time and productivity intersect to marginalize disabled workers in organizational contexts. Drawing on qualitative interviews with disabled workers in Cyprus, we explore how ableist temporalities shape experiences of marginalization and resistance in the workplace. Our analysis reveals that disabled workers navigate and resist marginalizing temporal expectations while also internalizing normative pressures around pace and productivity. The study makes three key contributions: (1) it conceptualizes timeism as a theoretical framework for understanding the temporal dimensions of ableism in organizations; (2) it empirically demonstrates how timeist norms create interlocking disadvantages for disabled employees; and (3) it highlights the importance of an intersectional approach to understanding experiences of time and ableism in the workplace. The COVID‐19 pandemic's disruption of conventional work rhythms provides a unique opportunity to rethink temporal norms and develop more inclusive practices. This research advocates for workplace practices that challenge ableist values and center marginalized workers' experiences, offering important implications for theory and practice in disability studies and organizational research. [ABSTRACT FROM AUTHOR]

This paper examines the ethical issues of the inclusion of workers with disabilities in the workplace with a cross-fertilization approach between organization studies, the ethics of care, and a movement from the field of architecture and design that is called Universal Design (UD). It explores how organizations can use UD to develop more inclusive workplaces, first by applying UD principles to workspaces and second by showing how UD implies an integrative understanding of inclusion from the workspace to the workplace. Moreover, this paper discusses the ethical challenges and complexities that this design practice faces in regard to its applicability to diverse organizations and industries. Finally, this paper demonstrates that inclusion requires abandoning any notion of a perfect, productive body and, therefore, recognizing our shared vulnerability and fundamental interdependence in the workplace. [ABSTRACT FROM AUTHOR]

Having a job is important for the well-being and inclusion of people with limited capability for work (LCW) due to physical and/or mental disability. This study explores salutogenic mechanisms that contribute to work-related sense of coherence (Work-SoC) of employees with LCW, i.e. perceiving their work in nature as manageable, comprehensible and meaningful. Semi-structured interviews (26 in total) were conducted with employees with LCW, employee supervisors, job coaches and foresters, all working in nature management. Interviews were held at four worksites of a governmental organisation in the Netherlands that provides permanent jobs for people with LCW. Employees with LCW contributed to the design and analysis of the study as co-researchers. Thematic analysis was used and member checks were carried out on preliminary findings. We identified six salutogenic mechanisms that contribute to nature-based Work-SoC of employees with LCW: (i) having constructive working relationships, (ii) experiencing structure and clarity, (iii) receiving practical and emotional support, (iv) support in the creation of meaning, (v) experiencing and learning in practice and (vi) physical activity and (absence of) stimuli. Identified mechanisms can create a positive effect when leveraged, thereby boosting (new) salutogenic mechanisms. Our findings illustrate that nature-based work can provide resources that promote Work-SoC of employees with LCW through the identified mechanisms. However, employees with LCW, colleagues, supervisors and stakeholders must recognize, mobilize and use these resources to leverage identified mechanisms in order to facilitate health-promoting workplaces for people with LCW. This, in turn, can contribute to sustainable inclusion through enablement. [ABSTRACT FROM AUTHOR]

The purpose of this study was to investigate the predictors of employment and earnings for college graduates with visual impairments, with an emphasis on the impact of college degree major on these outcomes. We utilized American Community Survey data to conduct a multinomial logistic regression analysis predicting employment (full-time/full-year versus less than full-time/full-year and not working) and a multiple regression analysis predicting annual earnings. Our predictor variables included demographic factors previously related to employment outcomes plus 25 college degree majors. Degree majors explained little variance in employment and earnings, although several specific majors were associated with these outcomes. Five majors predicted both: Computer Science, Electrical Engineering, Nursing, Accounting, and Finance. Age, gender, race, receipt of Social Security benefits, additional disabilities, having an advanced degree, and class of worker (earnings model only) were stronger predictors of employment outcomes than degree major. Degree majors that had significant relationships with earnings and employment in our study generally coincide with those for the general population. Vocational rehabilitation counselors should inform their consumers with visual impairments who are pursuing a college degree of differences in earnings and employment rates based on degree major. [ABSTRACT FROM AUTHOR]

How does work come to be constructed as a service to the worker? In the United States, the payment of subminimum wages to disabled workers has been legal since 1938 and was entrenched by 1986 legislation eliminating the previously mandated floor of 50 percent of the minimum wage. This article draws on primary historical materials to explain the passage of these amendments, which I analyze as a case of delaborization, a process through which work is mystified as such and reclassified as something else (e.g., service). I find that the managers of segregated workshops for disabled manual laborers rose to control disability employment policy in the aftermath of deinstitutionalization. Professionals mobilized disability stigma to frame the subminimum wage as a social welfare issue subject to their expertise and to lobby successfully for its entrenchment. Weaknesses in the disability–labor coalition enabled this seizure of jurisdiction. This research illuminates professional expertise, the withdrawal of labor unions, and identity-based stigma as major mechanisms driving delaborization, an important contemporary influence on the organization of work. The case of the subminimum wage thus develops sociological literatures on labor, disability, and politics. [ABSTRACT FROM AUTHOR]

This article discusses the findings of a new qualitative study conducted in 28 European countries, examining barriers to cultural participation as perceived by representatives of organisations of people with disabilities. The study explores barriers operating in all art-forms as well as in cultural heritage, and it encompasses participation of people with a broad range of disability types both as audiences and as creators of culture. The article evidences that a range of interlinked barriers are commonly perceived by people with disabilities in five areas – lack of effective laws and policies; inadequate services and/or funding; negative attitudes; lack of accessibility; and lack of involvement of persons with disabilities in cultural organisations. The article argues for more systematic approaches to enforcement of laws and policies, for greater knowledge about disability to be embedded within cultural organisations and policymaking, and for employment of people with disabilities at all levels within cultural sectors. Points of interest: This article presents research on participation by people with disabilities in cultural life (such as theatre, cinema, libraries, etc.) from 28 European countries. This research sought the views of people representing organisations of people with disabilities, of Deaf people and of organisations working on arts and disability. It found that several barriers to participation (as audiences and artists) exist in all countries considered and across all disability types. It identifies and categorises barriers operating in five areas – lack of effective laws and policies; inadequate services and/or funding; negative attitudes; lack of accessibility; and lack of involvement of persons with disabilities in cultural organisations. The research highlights the need for existing laws to be fully applied and enforced, and for good practice, where it exists, to be made more widely known. It also shows that cultural organisations and policy-makers need to acquire greater knowledge about disability. [ABSTRACT FROM AUTHOR]

Disability employment has an impact on the emotions and work perception of hotel employees. This study examined their perceptions and understanding toward disability employment by comparing the varied perceptions on different work levels. It further analyzed employee perception of disability employment on organizational commitment and job satisfaction and the mediating role of emotions. A field study was conducted with 142 participants who worked in international hotels in Hong Kong. The results revealed that employee perception toward disability employment partially differs among various hotel work-level positions, and is partially related to their organizational commitment and overall job satisfaction through four specific emotions. [ABSTRACT FROM AUTHOR]

This paper examines the German system of vocational rehabilitation and participation from a system- and innovation-theoretical perspective. The German system of vocational rehabilitation and participation, with its established special systems for participation in the labor market, is facing a - long overdue - reorientation. The article presents central instruments of the vocational rehabilitation system based on legal foundations, official labor market statistics, and current research findings. The authors compare the legal requirements for an inclusive work environment with the actual employment situation of people with disabilities and highlight a central dilemma of inclusion. Two modes of innovation and exnovation in the vocational rehabilitation system are proposed and critically discussed to resolve the dilemma. [ABSTRACT FROM AUTHOR]

Introduction: The employment landscape for multiply marginalized people with disabilities presents significant challenges, exacerbated by intersecting identities such as race/ethnicity, sexual orientation, gender identity, poverty, and geography. Recent studies highlight the compounded employment disparities faced by this group, including discriminatory hiring practices, inadequate accommodations, and uneven gains in employment during the COVID-19 public health emergency. Methods: Our study employed a three-round Delphi process with 20 diverse experts across 14 states across the United States (U.S.) to formulate recommendations for improving employment experiences for multiply marginalized people with disabilities. The panel's insights were gathered through surveys administered online, with each round designed to refine the collective recommendations. This iterative process aimed to build a consensus on the most effective policy and practice recommendations for improving employment outcomes within this population. Results: The Delphi study identified key areas for strategic focus, including emergency preparedness, education and training, transportation, assistive technology, workplace accommodations, and combating discrimination and stigma. Notable recommendations included improving emergency preparedness training, enhancing employment education, increasing funding for accessible transportation and assistive technology, and promoting inclusive hiring practices. The study also emphasized the need for policies supporting telework and simplifying disability-related benefits. Discussion: The findings highlight the critical role of tailored strategies to address employment challenges faced by people with disabilities from marginalized communities. Meaningfully and fully implementing these recommendations would create a more inclusive environment that improves employment outcomes for multiply marginalized people with disabilities. [ABSTRACT FROM AUTHOR]

Medical leave of absences occur due to physical, psychological, and work-related issues. It is imperative for nurse leaders to understand the impact of these situations on a nursing team from organizational and relational perspectives, and to address this issue by understanding the complexity of the transitional work process and improve this process. There may be opportunities to reintegrate nursing staff into areas with staffing challenges, increasing productivity and staff engagement, while ensuring cost avoidance. [ABSTRACT FROM AUTHOR]

BACKGROUND: College students with Intellectual Disability (ID) are afforded many educational opportunities through Inclusive Post-Secondary Education (IPSE) programs, including employment training. Competitive employment can contribute to a rich independent life, thus more employment training opportunities can be beneficial. Low employment rates for adults with ID have motivated these efforts to develop proper employment training. In the past, on-the-job (OTJ) training with a job coach was one of the only supports for adults with ID in the workplace. Now, there are a variety of evidence-based strategies that can be used in the workplace or in other community settings, such as Covert Audio Coaching (CAC), to teach adults with ID the skills they need to maintain a job. OBJECTIVE: The purpose of this study was to determine if CAC would increase on-topic workplace communication skills for college students with ID. METHODS: This study used a multiple probe design to examine the effects of CAC on teaching workplace communication skills to college students with ID in a real-world setting. In this study, students interned in an office setting and spoke to a co-worker at their work setting while the interventionist used a two-way radio system to provide coaching statements to the student during their conversations. RESULTS: All students in this study increased their on-topic communication exchanges and these results demonstrate that CAC is an effective intervention for this population. CONCLUSION: CAC can be used as an employment support for adults with ID, specifically in the community setting. Limitations and implications of this study were further described at the end of the article. [ABSTRACT FROM AUTHOR]

BACKGROUND: Remunerative employment (RE) is one of the optimal rehabilitation goals for people with spinal cord injury (SCI). However, there has been no study systematically determine the RE status and its related factors in Thais with chronic SCI. OBJECTIVE: To cross-sectionally determine RE statuses and their influencing factors in Thais with chronic SCI. METHODS: Data from a Thai arm of the International Spinal Cord Injury Community Survey (InSCI) were analyzed. The prevalence of RE and related work status were described. RESULTS: Of 223 individuals with chronic SCI whose age was less than 60 years included in this study, 79 (35%) were remunerative employed. Most of them (41, 54%) were self-employed. The most common reason for unemployment was related to health conditions or disabilities. Education year, attending vocational rehabilitation service, and admission≥2 times per year were independent influencing factors of RE with an odds ratio of 1.090, 2.534, and 0.418, respectively. CONCLUSION: Since education and vocational rehabilitation were the modifiable positive influencing factor of employment, educational and vocational rehabilitation programs should be formally established and universally applied together with medical rehabilitation to increase the prevalence of RE in people with SCI in Thailand. [ABSTRACT FROM AUTHOR]

BACKGROUND: Employment barriers experienced by people with disabilities are well-documented by researchers. A closer look at the nature of these barriers at different stages of the job acquisition process may help to understand and address current challenges. OBJECTIVE: To understand how employment barriers differ for job seekers with and without disabilities; the impact of disability type; and are job acquisition barriers most salient, when looking for, applying to, or accepting a position. METHODS: 3,021 working-age adults (including 1,491 adults with disabilities) from a Qualtrics opt-in panel completed an online survey about employment status, job search barriers, and demographic factors (including disability). Logistic regression predicted odds of experiencing a job search barrier based on disability and other sociodemographic factors. RESULTS: Most job seekers reported barriers to employment, with disability being the strongest predictor. While the types of barriers experienced at all stages of the job search were similar for people with and without disabilities, people with disabilities experienced barriers significantly more often. CONCLUSION: Employment barriers among people with and without disabilities are similar in nature but vary by degree. Improvements in transportation and better alignment between education, training, and the job market may benefit all job seekers. [ABSTRACT FROM AUTHOR]

BACKGROUND: Disability holds a unique position in employment, including corporate social responsibility (CSR) and diversity, equity and inclusion efforts. Furthermore, contextual shifts in employment, such as the COVID-19 pandemic, make it critical to explore how disability is considered within company strategies. OBJECTIVE: Authors reviewed 2020/2021 CSR reports to observe organizational disability inclusion practices and shifts in company approaches to workplace and community initiatives. This analysis helps illuminate what disability inclusion strategies businesses publicize and prioritize, contributing to the growing knowledge of disability inclusion. METHODS: Building from a previous analysis completed in 2018 (Gould et al., 2020), the current review involved content analysis of 129 CSR reports from companies recognized for their disability inclusion efforts. RESULTS: Results showed a substantial increase in organizations that participated in disability inclusion activities and illuminated potential contextual changes. Additional findings highlight primary disability inclusion strategies as well as emerging practices. CONCLUSION: Although there is an increasing interest in including disability within business efforts, there continues to be distinct challenges to advancing disability inclusion overall. By providing insights into disability inclusion approaches, the current study sets a foundation for future research to explore the efficacy and long-term impacts of inclusive practices to enhance disability employment outcomes. [ABSTRACT FROM AUTHOR]

BACKGROUND: In Sweden, gender differences have been found in standard vocational rehabilitation as well as in evidenced-based methods such as Supported Employment (SE). However, these quantitative findings have not been followed up by qualitative research to clarify the issue. OBJECTIVE: To explore participants' experiences of participating in an SE intervention and the influence of gender on their experiences. METHOD: Semistructured interviews with 10 women and 7 men participating in SE in Sweden were conducted. Qualitative content analysis followed by a gender analysis were performed using the material. RESULTS: The participating men and women had different background characteristics. Overall, the participants shared the same experiences of SE. They valued a trustful relationship with the employment specialist and the diversified and individualized support from the employment specialist. Unlike the men, the women had experienced difficulties receiving SE from authorities, and when receiving SE, they expressed the value of a slow start, being challenged, and whole-life support. CONCLUSION: The findings might moderate the rapid job principle in SE and indicate the need to acknowledge that the path to employment might look different, depending on the participants' gendered experiences and living conditions, for SE to be more successful for both men and women. [ABSTRACT FROM AUTHOR]

BACKGROUND: In Supported Employment (SE) and Individual Placement and Support (IPS) research, less attention has been paid to employers' interests and the quality and opportunities of jobs or the work itself for sustainable working careers. OBJECTIVE: To explore what is known about sustainable employability in SE and IPS interventions in the context of the characteristics of work and perspectives of employers. METHODS: A systematic literature search was conducted in the Medline, Scopus, PsycINFO, CINAHL, and Social Science Premium Collection (ProQuest) databases. The scoping review process was carried out in accordance with the methodological guidelines. The analysis included numerical summary, qualitative content, and thematic analysis processes. RESULTS: From the total of 2,729 articles, 20 studies were included. The majority of the jobs were entry-level, part-time and on fixed-term basis. There were only few descriptions of interaction at work. From the themes arising from the reviewed studies, "Productivity in the job performance", "Making a job-person match" and "Workplaces strategies for integrating work, recovery and wellness" contained the most data. CONCLUSION: Research from the point of view of the employers and other workplace actors is scarce. More research is needed also about interactions at work and the meaningfulness of work for people with disabilities. [ABSTRACT FROM AUTHOR]

BACKGROUND: Despite legislation that promotes the transition of young people from school to work and the increasing knowledge of the factors that contribute to successful transitions, young people with disabilities face lower rates of participation in employment, education, and vocational training compared to their non-disabilities peers. OBJECTIVE: The paper aims to examine the perspective of special education teachers (SET) regarding the success factors of the transition to the labor market for persons with disabilities after graduating from secondary school in Riyadh, Saudi Arabia. METHODS: To conduct the research, we used a questionnaire; participants were sampled intentionally, and they were a representative sample at the level of Riyadh city (N = 180) of secondary school SET in the 2022/2023 school year. RESULTS: Educators have identified several factors critical to success in the labor market transition which can be separated into three categories; 1) person-centered factors, 2) family-specific factors, and 3) community instruction-specific factors. There were no statistically significant differences between the responses of participating SET according to their demographic characteristics (gender, educational level, and years of teaching experience) and the factors for successful labor market transition for persons with disability questionnaire. The results were interpreted in light of the theoretical framework and previous studies, and many recommendations were made for those that employ persons with disabilities. CONCLUSION: The findings highlight some of the areas that are critical to the labor market transition: employment and vocational skills' training in secondary school, and families and community members' attitudes and high expectations for the future of persons with disabilities. [ABSTRACT FROM AUTHOR]

Autistic adults experience high rates of unemployment, yet research investigating what predicts employment success produces inconsistent results. By utilising longitudinal person-oriented analyses, this study aimed to identify employment trajectories of autistic adults to better understand what may predict stable autistic employment. Participants were 2449 autistic adults (1077 men, 1352 women, 20 non-binary, M = 42.25 years, SD = 14.24), recruited via the Netherlands Autism Register. Latent class analysis utilising employment status across eight annual waves was used to identify longitudinal employment profiles. Fit indices and the interpretability of results indicated a four-class model best fit the data, with profiles reflecting stable unemployment (n = 1189), stable employment (n = 801), early unemployment increasing in probability of employment (n = 183) and high probability of employment reducing across time to low employment (n = 134). Multinominal analyses suggested that compared to the 'stable unemployment' group, membership in the 'stable employment' profile was predicted by fewer autistic traits, lower age, male gender, higher education and diagnosis age, and fewer co-occurring conditions. Higher education predicted both other profiles, with lower age and fewer co-occurring conditions predicting membership in the increasing employment class. Taken together, findings highlight the utility of person-oriented approaches in understanding the longitudinal challenges autistic adults experience maintaining employment and identifies key areas of support. Autistic adults experience difficulties finding and keeping employment. However, research investigating reasons that might explain this difficulty produce mixed results. We gave a survey to 2449 autistic adults and used a statistic method to group them based on their employment status over 8 years. We identified four employment groups that best captured the experiences of autistic adults; this included a group that experienced stable unemployment, a group that experienced stable employment, a group that had high employment that reduced over time, and a group whose employment increased over the 8 years. Further analysis showed that those with fewer autistic traits, younger age, male gender, higher education, later diagnosis age and no co-occurring conditions were more likely to have stable employment. People whose employment changed over time were more likely to have a higher level of education than the stable unemployment group, and those in the increasing employment group were younger age and had no co-occurring conditions. These findings help us better understand that not all autistic adults' experiences of employment are the same, which helps focus where employment programmes and support may be most needed, for example, people who identify as women or have a co-occurring condition. [ABSTRACT FROM AUTHOR]

The expectation for universities to support students' employability through work-integrated learning placements demands investigation into how opportunities are inclusive to students from a diversity of backgrounds. In this paper, we explore the experiences of students with disabilities during work placements, drawing on qualitative data collected through six focus groups with students (n = 27). Analysed through the frame of stigma, the results show how students bear an unfair burden of responsibility in their placement experiences, as they shoulder consequential decisions to disclose and/or request accommodations to support their learning. In this study, work placement environments were often somewhat hostile, both in relation to their built environments but also through the bias and/or prejudice of others. The results shed light on the difficulties that students with disabilities face in their placements and underscore how educational equity is multi-layered, requiring scrutiny of the student life-course including access to opportunities in professional fields. Points of interest: Despite work integrated placements often being positioned as opportunities for students to 'try out' authentic work experiences during their time at university, placements are not inclusive to students with disabilities. Students with disabilities shoulder an unfair responsibility in their work placement experiences, where they must negotiate the decision of disclosure and/or request for accommodations. Students reported hostile work placement environments, and cultures of exclusion, demanding more investigation into how universities can ensure safe and appropriate learning environments for students on placement. Students recommend greater education and training for placement teams (i.e., academic unit chairs, professional coordinators) and industry supervisors to reduce stigma and combat entrenched assumptions about disability. Universities themselves must also reflect and act on how to support inclusive cultures, including supporting training and policy that embed a strengths-based lens of disabilities. [ABSTRACT FROM AUTHOR]

Purpose: To investigate frequencies of managers' reported use of work accommodations (WAs) for employees with common mental disorders (CMD), and to examine associations between manager-related characteristics and the use of diverse WAs. Material and methods: 3358 managers took part in a web-survey, of these, 1779 were included in this study. The survey listed 15 WAs grouped into seven types using principal component analysis. The relationships between managers' person-related, knowledge-related, and work-related characteristics with the seven WAs were tested with multivariate logistic regression analyses. Results: Reported use of WAs was high. Compared to work-related characteristics, person-related and knowledge-related characteristics were stronger associated with WAs. The two characteristics associated with most WAs types were (1) confidence in supporting employees with CMD (5 WA types) and (2) managerial training on CMD (4 WA types). Conclusion: Managers report an extensive use of different types of WAs. WAs were related to a variety of determinants, depending on the WA type, but using WAs depends on the manager as an individual rather than on their work environment. To increase equal access to WAs, organizations should encourage managers to use WAs in order to support and improve the work capacity for employees with CMD. IMPLICATIONS FOR REHABILITATION: Managers' use of work accommodations (WAs) for employees with common mental disorders (CMDs) is highly dependent on their confidence in and knowledge about how to support these employees. Organizations should encourage the universal use of WAs, regardless of individual managers' preference. Organizations should provide training for managers to increase their knowledge on CMDs and how to find WAs for these employees. While cooperating with managers, rehabilitation professionals should pay attention to managers' potential lack of confidence regarding dealing with employees with CMDs and with WAs, and their lack of knowledge on these issues. Rehabilitation professionals should strive for an encouraging and informative approach to managers to increase their confidence and knowledge in matters of employees with CMDs and the supportive role of WAs. [ABSTRACT FROM AUTHOR]

Many students with physical disabilities graduating with a postsecondary STEM degree do not acquire full-time employment. Work experiences can provide undergraduates with authentic experiential learning to help them better prepare for successful STEM careers. Internships provide an important transitional learning phase for students with disabilities to practice necessary job tasks and determine what accommodations or assistive technologies they need to effectively accomplish the requirements of a specific job. As students with physical disabilities transition from a postsecondary education institution with student support services to work environments with different protocols for obtaining accommodations, they may not know what accommodations are truly needed or how to obtain them. We propose that college students with disabilities who are exposed to principles of self-determination (SD) theory during Gregory S Fehribach Center internships are better prepared to identify and utilize effective job accommodations in STEM and other work settings. This practice brief discusses the importance of developing critical learning skills rooted in SD during internships, which has resulted in beneficial results for both interns with physical disabilities and employers who may have never worked with a physically disabled employee. The accommodation processes implemented during the Fehribach Center internship program are correlated with the steps of the Action Model for Self-Determination (Field & Hoffman, 1994, 2015). We believe that these SD skills for acquiring accommodations can be applied by students during other transitional learning phases such as going on to graduate school or seeking other jobs. [ABSTRACT FROM AUTHOR]

Employees experienced both advantages and disadvantages while working from home during the COVID‐19 pandemic. Researchers have examined these impacts on women and those with caring responsibilities; however, little research has examined the impacts on other groups of employees, such as those with a disability or employed on a casual basis. In this article, we focus on the public sector and examine who gained and who lost while working from home, based on a 2020 survey of over 5000 Australian public servants. We have constructed loss and gain indices to measure three elements of a change model, which enables an evaluation of the impacts on various groups of employees. The elements of change management examined are operational areas, performance management, and beliefs and values. To analyse the factors affecting gains and losses, as summarised in the indices, we applied a statistical model estimated using linear regression methods. Our findings reveal that, on average, survey participants experienced a net gain. Families and employees with a disability gained; however, women gained less than men in the first two categories and gained more than men on the beliefs and values category. These findings highlight areas on which public service organisations need to focus as we enter a COVID‐normal era. Points for practitioners: The benefits and drawbacks of working from home differ according to employee demographics.Overall, lower level employees and those employed on a casual basis gained less than higher level employees and those employed full time.Women gained less than men in relation to how work was operationalised and performed.These differential impacts highlight areas on which public sector organisations need to focus in a COVID‐normal era. [ABSTRACT FROM AUTHOR]

In this qualitative study, three participants were observed and recorded while teaching in a variety of environments. The purpose of this study was to confirm the findings of the interviews and to learn more about these non-visual teaching skills and strategies. Using an observation checklist, the research team met on a weekly basis to view and code the recordings from January to April 2022. Member checks were completed by all participants via Zoom meetings. The participants were three males who were visually impaired employed at rehabilitation centers for individuals with low vision/blindness. Four themes emerged from the analysis of the observation data: auditory monitoring, tactile monitoring, instructor positioning, and Structured Discovery Cane Travel (SDCT®). The results of this study demonstrate the connection between the current study and the previous three studies completed by the research team. It is evident that the participants engaged in different strategies to monitor safety and promote independent travel for their students. Non-visual skills were an important component for SDCT that all participants utilized. The findings of this study can be used by university faculty from orientation and mobility (O&M) personnel preparation programs as a resource when they have students with visual impairment in blindfold/simulation cane courses. This research also supported faculty to identify best teaching practices among all programs and to integrate these practices into their curricula to strengthen their programs. For success in life, teachers of students with visual impairment and O&M instructors need to promote self-advocacy. [ABSTRACT FROM AUTHOR]

Arts and culture are central to the political struggles of people with disabilities and have the potential to transform how societies relate to disability and to realize the human rights model of disability enshrined in the Convention on the Rights of Persons with Disabilities. Yet, low levels of participation in arts by people with disabilities are reported in many countries. We also lack research to support policy making that promotes positive measures. This article presents some of the findings from a large qualitative study across 28 European countries addressing factors perceived as facilitative of cultural participation by people representing organizations of people with disabilities. Identifying these factors is a step in supporting the deployment of policies aiming to end the exclusion of people with disabilities from the cultural sphere both as audiences and artists and to realize the human rights model of disability. In particular, findings point to the need to change the knowledge base and ethos of cultural bodies and to reform, amongst other issues, funding mechanisms, governance structures, and consultation processes. We argue that making disability inclusion more intrinsic to cultural policy has the potential to enhance diversity and ultimately to foster the participation of people with disabilities in society more broadly. [ABSTRACT FROM AUTHOR]

Introduction: Despite legislation mandating accommodation policies in higher education, support for learners with disabilities is often not implemented within health and human services (HHS) education programs, particularly in fieldwork settings. This paper will describe the protocol of a study aimed to (a) explore challenges and opportunities of current practices for supporting learners living with disabilities in a fieldwork context, across 10 HHS programs; and (b) develop, pilot and evaluate innovative accessibility practices to decrease existing barriers faced by educators and learners. Method: Using a critical disability studies framework, we designed a national, multi-profession, mixed methods design. Data are collected through interviews (qualitative) and an online survey (quantitative) that participants complete prior to the interview. Additionally, an online mapping diary is used to facilitate the understanding of accessibility in fieldwork education from the perspective of the learners. Participants include learners living with disabilities, academic fieldwork coordinators, fieldwork educators, accessibility advisors and professional organizations representatives. Implications: Learners living with disabilities navigate systemic barriers: (a) the additional "work of being a disabled learner", during a rigorous academic program, and (b) absent or inadequate fieldwork accommodations. Exploring those systemic barriers as faced by all partners offers the potential to develop strategies and tools to foster inclusive and accessible HHS education. [ABSTRACT FROM AUTHOR]

The article focuses on enhancing selection tests for disabled job applicants by addressing the legal, design, and bias-related issues within the selection process. It emphasizes the need for reasonable accommodations under the Americans with Disabilities Act (ADA), the importance of test accessibility to ensure equitable assessments, and strategies to mitigate rater biases that could adversely affect evaluations of disabled candidates.

This study examined the relationship between demographic factors and disability type and employment in transition-age individuals with intellectual disabilities who received state vocational rehabilitation services. The study conducted a cross-sectional secondary data analysis of the Rehabilitation Services Administration 911 dataset with an inclusion sample of 39,060 youth. Results indicated that race, ethnicity, gender, education level, and disability type correlated with employment. Specifically, individuals of transition age who were Black, Hispanic, female, had an intellectual disability, and had not completed high school were less likely to be employed than their counterparts who were White, non-Hispanic, male, had a disability other than intellectual disability, and had completed at least high school. These findings were consistent with the previous research. The authors posited that such research going forward would benefit from more studies utilizing primary data collection, mixed-methods designs, more discernment among modifiable and nonmodifiable demographic factors, and using an intersectionality lens to understand the cumulative effect of factors associated with disadvantage or marginalization (i.e., race and ethnicity) on employment in this population. [ABSTRACT FROM AUTHOR]

Advances in virtual reality (VR) technology have created a wide range of remote work options. The goal of this study was to explore the experiences of individuals with albinism using VR work environments as a reasonable accommodation for remote work. Four cohorts of five participants each worked for 6 months at their leisure in a variety of virtual environments and met monthly with the research team to discuss positive and negative experiences with the technology and accessibility features. Using inductive thematic qualitative analysis, we followed a three-step coding process to identify themes in recorded transcripts of individual interviews and focus group discussions. The participants spent an average of 3.8 hours per week in VR, with an average session lasting 0.85 hours. From the coding analyses conducted by five coders, four themes were developed including the following: difficulties with VR's limitations, recommendations for improving accessibility in VR, benefits that VR could bring to the workplace, and navigation practice applications for VR. While VR provided improved visual experiences for nearly all participants, there are needed features that could dramatically improve accessibility. Although individuals with low vision can customize many features of VR to optimize their visual experience, many of these accessibility features are specific to applications and not consistent across developers and hardware ecosystems. Despite its shortcomings, VR shows great promise as an accommodation for people with low vision. In particular, individuals participating in the current study found great utility in VR's ability to assist with navigation of unfamiliar environments and its potential use in the workplace. [ABSTRACT FROM AUTHOR]

BACKGROUND: Despite the societal importance to improve understanding of the role of employers in the inclusion of workers with a distance to the labor market, scant knowledge is available on the effectiveness of human resource management (HRM) bundles for the inclusion of vulnerable workers. OBJECTIVE: This paper studies which HRM bundles are applied by employers that hired people with a distance to the labor market, and to what extent these different bundles of HRM practices are related to employment of workers with specific vulnerabilities, such as people with disabilities or people with a migration background. METHODS: A latent class analysis of 1,665 inclusive employers was used to identify HRM bundles based on seven HRM practices: financial support practices, specialized recruitment, promotion and career opportunities, training opportunities, part-time work, job crafting, and adaptations to the workplace. RESULTS: Six bundles were identified: a recruitment and development bundle (34.4% of employers), a development bundle (24.8%), maintenance-focused practices (16.5%), a recruitment bundle (9.4%), a sustainable employment bundle (8.9%), and passive HRM (6.0%). Post-hoc analyses showed the probability of hiring specific vulnerable groups for each bundle (e.g., sustainable employment bundles showed the highest overall probability to hire people with a physical disability). CONCLUSION: Nuancing what is suggested in strategic HRM literature, we conclude that both extensive HRM and focused HRM bundles can be successful for the employment of vulnerable workers. In conclusion, there is no one-size-fits-all approach to inclusive employment and employers, large or small, can tailor their HRM systems to include vulnerable workers. [ABSTRACT FROM AUTHOR]

BACKGROUND: People with acquired brain injuries (ABIs) often experience residual limitations and co-morbid mental illnesses that restrict work participation. Employers are key in enabling successful return-to-work and job retention. OBJECTIVE: This review aimed to explore employers' perspectives of factors influencing their support for people with ABIs and/or mental illness to return to- and stay in work. Review questions focused on barriers and facilitators to their support, and contextual characteristics present at the time. METHODS: Five databases were searched from October 2010 until November 2023 for relevant qualitative studies published in English. Findings from included studies (N = 25) were synthesised using thematic synthesis. RESULTS: Included studies focused on employees with ABI or mental illness, rather than dually diagnosed ABI and mental illness. Employers' support was influenced by their awareness/knowledge of- and attitudes towards the employee's condition/illness; their skills and experience in supportive strategies; factors related to provision of work accommodations; and stakeholder influence. Similarities and differences in influential factors were observed across the ABI and mental illness literature. Contextual characteristics related to organisational characteristics, cultural taboo, and involvement of certain stakeholders. CONCLUSIONS: ABI survivors (with and without co-morbid mental illness) and their employers may benefit from specialist support and resources to guide them through the return-to-work process. Further research is needed to investigate employers' knowledge of ABI and mental illness and supportive strategies. Exploration of the influence of other stakeholders, socio-demographic characteristics, and contextual factors on employers' return-to-work and retention support for ABI survivors with co-morbid mental illness is warranted. [ABSTRACT FROM AUTHOR]

Purpose: To examine how the level of perceived work ability and its changes over time are associated with the risk of full disability pension (DP) among those receiving partial DP. Methods: We retrieved survey data on perceived work ability and covariates (sociodemographic factors and health behaviors) from a cohort study of Finnish public sector employees at two time points: 2008 and 2012 and linked them with register data on DP obtained from the Finnish Centre for Pensions up to the end of 2018. Participants had begun receiving partial DP in 2008 and responded to either the 2008 survey (n = 159) or both surveys (n = 80). We used Cox regression for the analyses. Results: During the follow-up, 61 (38%) of those receiving partial DP transitioned to full DP. Those with perceived poor work ability were at a higher risk of full DP (HR 1.93; 95% CI 1.11–3.38) than those with at least moderate work ability, after adjustment for covariates. During four years of receiving partial DP, perceived work ability decreased among 36% of the participants, and remained unchanged or improved among 64%. Change in work ability was not associated with a risk of full DP. Conclusion: Among those receiving partial DP, perceived poor work ability was a risk factor for full DP. Our findings highlight the importance of monitoring the level of perceived work ability of those receiving partial DP to enable identifying individuals at an increased risk of full DP. [ABSTRACT FROM AUTHOR]

Background: Understanding the self-rated health of industrially disabled individuals is an important variable that significantly affects their quality of life, satisfaction, and return to work after an industrial accident. Since the health of people with industrial disabilities is affected by various environments and variables, interventions and policies that are suitable for their characteristics are needed. Objectives: This study aimed to identify changes in self-rated health among industrially disabled individuals, distinguish between different latent classes, and verify predictive factors for each latent class. Methods: Four time-point datasets from the 2018–2021 panel study of Korean workers' compensation insurance were used. Using the latent growth curve model, an overall trajectory of self-rated health of industrially disabled individuals was confirmed, and the number and characteristics of different trajectories were identified using the latent class growth model. Multinomial logistic regression analysis was used to identify the predictive factors for each class. Results: Four classes of self-rated health trajectories were identified: low-decreasing (21.7%), moderate-increasing (15.7%), high-decreasing (56.1%), and low-stable (6.5%) classes. A multinomial logistic regression analysis revealed that significant determinants (age, capacity, type of industrial accident, grade of disability, mental activity, outdoor activity, and social relationships) were different for each latent class. Capacity level affected all potential class classifications. Conclusions: To improve the self-rated health of industrially disabled individuals, it is necessary to develop an appropriate strategy that considers the characteristics of the latent class. [ABSTRACT FROM AUTHOR]

Purpose: This study identifies potential predictors of unemployment and describes specific work difficulties and their determinants in a subgroup of employed people with multiple sclerosis (PwMS). The specific work difficulties were evaluated using a validated tool that measures the impact of respondents' symptoms and of workplace features. Methods: A cross-sectional study was carried out in Italy during 2021–2022. The subjects included were adults (18–65 years) with a diagnosis of MS, currently employed or unemployed. Logistic regression models were used to determine the association between each potential determinant and employment status, while linear regression models were used to determine the association between determinants and specific work difficulties. Results: The main risk factors associated with a higher risk of being unemployed were being older, living in the South of Italy/islands, and having a higher disability level, while protective factors against unemployment were having a high level of education and 'stable' employment (an open-ended contract). Fatigue was found to be associated with all work difficulties analyzed; mood disorders emerged as the main predictors of mental health-related work difficulties; level of disability and comorbidity significantly impacted physical health-related ones, and a good quality of life was found to improve both workplace-related and mental health-related difficulties at work. Conclusion: Identifying the most significant difficulties is a crucial step in the development of vocational rehabilitation interventions tailored to maximize the ability of PwMS to handle their job-related duties and demands. [ABSTRACT FROM AUTHOR]

Purpose: Return to work often requires collaboration between different stakeholders. Rehabilitation coordination is a resource in coordinating efforts during sick leave to facilitate return to work. The purpose of the present study was to describe how people at risk for sick leave or on sick leave with mental health problems experienced rehabilitation coordination. Materials and Method: The study had a qualitative approach using qualitative content analysis as described by Graneheim and Lundman. Eleven semi-structured interviews were conducted with persons at risk for sick leave or on sick leave due to mental health problems and with experience of rehabilitation coordination. Results: The participants experience of rehabilitation coordination were described by the overarching theme Building a bridge with many bricks between the person and society. The theme was formed by four categories and eleven subcategories reflecting the complex context of rehabilitation coordination. The categories were Collaboration in a new setting, Unburdened within certain limits, The way back to work is a joint project and Recognising challenges beyond the person. Conclusions: People with mental health problems experienced rehabilitation coordination as a meaningful link between healthcare and work. However, rehabilitation coordination needs to be more recognised within healthcare to increase accessibility. It seems important that interventions are directed not only towards the person, but also include the workplace for a sustainable return to work. KEY POINTS: It is important to make rehabilitation coordination visible within primary health care and actively inform people on sick leave with mental health problems that it is an option, as they often have difficulties finding information. It will increase their accessibility and enable autonomous decisions. A respectful interplay based on a person-centred care approach seems fundamental for rehabilitation coordination. The interplay with rehabilitation coordinators and with other stakeholders affects the sick leave process and all parties need to collaborate for a sustainable return to work. Three-party meetings with the person on sick leave, the rehabilitation coordinator and the employer, as well as teamwork, may provide better conditions for return to work as this can ensure that all stakeholders are working towards prioritised goals. Targeted interventions at the workplace seem to be important and rehabilitation coordination could be a valuable bridge between healthcare and work for creating sustainable conditions for return to work. [ABSTRACT FROM AUTHOR]