Home and Community Barriers to Work Participation Among People With Arthritis: Results From the Work Experience Survey for Rheumatic Conditions

2021 ◽  
Vol 75 (Supplement_2) ◽  
pp. 7512515362p1-7512515362p1
Author(s):  
Rawan Alheresh ◽  
Julie Keysor
Keyword(s):  
Work Experience ◽  
Work Participation ◽  
Community Context ◽  
Rheumatic Condition ◽  
Rheumatic Conditions ◽  
Experience Survey ◽  
Primary Author

Abstract Date Presented Accepted for AOTA INSPIRE 2021 but unable to be presented due to online event limitations. Introduce OTs to the Work Experience Survey for Rheumatic Condition, and discuss the major barriers in the home and community context reported by people with arthritis and rheumatological conditions. Primary Author and Speaker: Rawan Alheresh Contributing Authors: Julie Keysor

Workplace Barriers Among People With Arthritis: Results From the Work Experience Survey for Rheumatic Conditions

2021 ◽  
Vol 75 (Supplement_2) ◽  
pp. 7512515361p1-7512515361p1
Author(s):  
Rawan Alheresh ◽  
Julie Keysor
Keyword(s):  
Work Experience ◽  
Rheumatic Condition ◽  
Rheumatic Conditions ◽  
Workplace Barriers ◽  
Experience Survey ◽  
Primary Author

Abstract Date Presented Accepted for AOTA INSPIRE 2021 but unable to be presented due to online event limitations. Introduce OTs to the Work Experience Survey for Rheumatic Condition, and discuss the major reported barriers people with arthritis and rheumatological conditions Primary Author and Speaker: Rawan Alheresh Contributing Authors: Julie Keysor

Profiles of On-the-Job Accommodations Needed by Professional Employees who are Blind

1997 ◽  
Vol 91 (1) ◽  
pp. 66-76 ◽  
Author(s):  
P.D. Rumrill ◽  
B.R. Schuyler ◽  
J.C. Longden
Keyword(s):  
Job Satisfaction ◽  
Case Studies ◽  
Work Experience ◽  
Visually Impaired ◽  
Assessment Instrument ◽  
Job Functions ◽  
Professional Employees ◽  
Experience Survey ◽  
Essential Job Functions

This article presents five case studies of professional employees who are blind and the postemployment accommodations they needed in four areas: worksite accessibility, performance of essential job functions, job mastery, and job satisfaction. It also describes the Work Experience Survey, a practical assessment instrument that can be used to engage employees who are visually impaired or blind in identifying and removing barriers to maintaining and advancing their careers.

scholarly journals Does it do what it says on the tin? – Evaluation of an established UK University Employability Enhancement Award.

2017 ◽  
Vol 8 (1) ◽  
pp. 152-171 ◽  
Author(s):  
Toni Wright ◽  
Sarah Jeffries-Watts
Keyword(s):  
Focus Groups ◽  
Survey Data ◽  
Work Experience ◽  
Qualitative Data ◽  
Self Report ◽  
Graduate Employment ◽  
Perception Of Self ◽  
Experience Survey ◽  
The Uk ◽  
The University

University employability awards, in the UK particularly, aim to assist students to develop career related skills and attributes and thus increase their potential to achieve graduate level employment. Self-report quantitative and qualitative data were collected at intervals via questionnaires, interviews and focus groups from two cohorts (N = 212) of a well-established career development and employability award at a large civic UK university. Findings indicated increases in confidence and aspiration, and in the ability to articulate and apply skills and abilities; also that the award may convey similar benefits to work experience. Survey data from award completers indicated that they had changed their career related behaviour, and students who have completed the award show a consistent small increase in their level of graduate employment when compared to the graduate employment figure for the university as a whole in the UK university destinations data.Employability related values, attitudes and behaviour may all change as a result of award experience. Reported changes implied a sense of improved resourcefulness. It is hypothesised that the award may enhance student employability somewhat via development of psychosocial resources, producing a shift in the student’s perception of self and identity.

Using the Work Experience Survey and the Job Accommodation Network to Identify Reasonable Accommodations in the Workplace: Case Studies of African American Women With Multiple Sclerosis

2021 ◽  
Vol 35 (3) ◽  
pp. 222-237
Author(s):  
Stuart Rumrill ◽  
Malachy Bishop ◽  
Phillip Rumrill ◽  
Deborah Hendricks
Keyword(s):  
Multiple Sclerosis ◽  
Job Satisfaction ◽  
African American ◽  
African American Women ◽  
Work Experience ◽  
American Women ◽  
Job Accommodation ◽  
Wide Range ◽  
Trained Interviewer ◽  
Experience Survey

PurposeFour African American women with multiple sclerosis (MS) participated in an evaluation of barriers to their continued employment.MethodsA trained interviewer completed the Work Experience Survey (WES) in teleconsultation sessions with each participant to identify their: (a) barriers to worksite access, (b) difficulties performing essential functions of their positions, (c) concerns regarding continued mastery of their careers, and (d) extent of job satisfaction.ResultsResulting largely from the physiological, sensory, and cognitive sequelae of their disease, participants reported a wide range of difficulties in performing essential functions of their jobs (15–45) that have the potential to significantly affect their productivity. Career mastery problems reflected issues associated with MS such as “believing that others think I do a good job” and “having the resources (e.g., knowledge, tools, supplies, and equipment) needed to do the job.” Other career mastery concerns reflected idiosyncratic aspects of a specific job setting such as “being able to speak with my supervisor about promotion.” Considering these barriers and relationships with employers, the majority of participants reported low levels of job satisfaction.ConclusionThe interviewer concluded the WES interview by recommending a job accommodation plan, which included suggestions from Job Accommodation Network (JAN) consultants. The interviewer also offered guidelines for the employee to follow in requesting job modifications and assistive technology.

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