Journal of Vocational Rehabilitation

Customized employment (CE) is positively correlated with competitive integrated employment (CIE) outcomes and potentially supports transition-age youth in achieving sustainable employment.

This study examines the employment outcomes and related factors for transition-age youth with disabilities who received CE services through state vocational rehabilitation agencies (SVRAs) and their vendors from program year 2017 to 2020.

Employing a combination of descriptive analysis, binary logistic and multiple regression, chi-square tests, and t-tests, the study investigates the demographics, potential barriers, and vocational rehabilitation (VR) services received by the research sample using the RSA-911 dataset.

The sample comprised 672 individuals with a mean age of 22.30 years. The most prevalent barrier to employment among CE participants was long-term unemployment, while Supplemental Security Income (SSI) was the most common social security benefit. Furthermore, only 13.2% of transition-age youth achieved CIE status, compared to 30.1% of adults. The key predictors of employment outcomes, including CIE status, weekly earnings, and working hours were identified.

The research reveals significant differences in employment outcomes between transition-age youth and adult VR consumers. These insights emphasize the necessity for SVRAs to consider a range of factors, including demographics, potential employment barriers, and the effects of various VR services, to increase the CE service effectiveness for transition-age youth.

Career Pathways initiatives in Vocational Rehabilitation (VR) have emerged as a crucial strategy for enhancing quality employment outcomes among individuals with disabilities. This paper conducts a comprehensive examination of the integration of Career Pathways within VR, emphasizing its significance in aligning vocational goals with evolving labor market demands.

Drawing from the innovative Career Pathways initiatives introduced by the Rehabilitation Services Administration (RSA), this paper addresses the RSA Career Pathways Demonstration Initiatives from 2015 to 2019 alongside the ongoing Disability Innovation Fund-Career Advancement Initiative Model Demonstration Project. The paper also discusses the strengthening of Career Pathways through the development of high-quality Individualized Plans for Employment and program evaluation.

This study utilized a modified exploratory case study approach to examine past and present career pathways initiatives in state VR agencies. Data were gathered from publicly available documentation and archival records, focusing on 12 cases from two national initiatives: the RSA Career Pathways Demonstration Initiatives (2015–2019) and the Disability Innovation Fund-Career Advancement Initiative Model Demonstration Project (2021–2026).

The study reveals a substantial, positive impact on employment outcomes for individuals with disabilities through Career Pathways in VR programs, facilitated by the integration of adaptable pathways, individualized planning, and program evaluation.

BACKGROUND: Research investigating the implicit bias of employers towards individuals with disabilities emphasizes the importance of increased attention to implicit bias in the workplace. Previous research supports the use of trainings to promote awareness and education of implicit and explicit bias toward people with disabilities among employers.

The purpose of the current study was to better understand employers’ stigmatizing attitudes toward individuals with disabilities and develop effective strategies to increase awareness and knowledge related to these negative attitudes.

Two focus groups of HR professionals were conducted to investigate guidelines and content areas that should be included in training. Data was analyzed using qualitative content analysis (QCA) methodology.

Researchers identified four major themes regarding guidelines for training development: 1) educational information on implicit and explicit bias, 2) disability inclusion information and strategies, 3) consideration of multiple learning modalities, and 4) case studies.

Training interventions incorporating these needs and preferences of HR professionals may more effectively increase awareness of implicit bias in the workplace. Sharing evidence regarding implicit and explicit bias, along with current information on disability inclusion, while using varied instructional strategies may lead to a reduction in disability-related stigma and discrimination in the workplace.

The number of inclusive college programs for students with intellectual and developmental disability (IDD) in the United States has steadily increased in recent years. As access to college becomes a more realistic prospect for people with IDD, there is a pressing need to examine the offerings and impacts of these programs critically.

One potential offering of inclusive college programs that has not been given much attention is opportunities for student leadership development (LD). The purpose of this brief report was to evaluate the perspectives of staff members in a program geared towards providing a paid LD opportunity to students with IDD in an inclusive college program in the southeastern United States.

: Semi-structured interviews were conducted with ten student-employees staffing this LD opportunity and constant comparative analysis was employed to organize interview content by themes.

Four primary themes arose as a result of the analytic process: character development, communication, opportunities for leading and mentoring others, strategic reflection, and individual empowerment. Each is explored in summation and through exemplary quotes from participants.

The findings of this study provide important implications for professionals and future research to support maximizing the positive impact of these programs on the lives of students with IDD.

Competitive integrated employment (CIE) improves the quality of life for individuals with intellectual and developmental disabilities (IDD). Individuals with IDD may need additional support in the workplace. Natural supports has been studied as an intervention to provide support and increase vocational and social skills for individuals with IDD in the workplace.

The purpose of this article is to review the existing literature conducted on implementing natural supports in CIE settings to build vocational or social skills for individuals with IDD.

We followed the PRISMA-ScR process to identify articles across seven databases and coded information related to demographics, methodology, and outcomes.

Seventeen articles were identified between 1985 –2024 that focused on implementing natural supports in CIE settings for individuals with IDD. Studies addressed vocational and social skills and broader vocational topics such as wages, hours worked, and inclusion in the workplace.

Employees with IDD improved their engagement in vocational tasks, increased their social interactions with coworkers, and improved their quality of life through increased wages, hours worked, and job tenure. Additional research is warranted to provide further evidence on the impact of natural supports in the workplace for employees with and without IDD.

Individuals diagnosed with stroke have a poor return to work rate, particularly in rural communities.

The aim of the study is to describe the experiences and perceptions of individuals diagnosed with stroke about the usefulness of the Model of Occupational Self Efficacy (MOOSE) in assisting them in returning to their worker role.

The study utilized an explorative, descriptive, qualitative research design, furthermore the data was analyzed using thematic analysis, resulting in three themes. Seven stroke survivors and one key informant participated in the study.

Theme one: Obstacles that affect the return to work of stroke survivors in a rural community. Theme two: Re-establishing a strong belief in functional ability through participation in occupation. Finally, theme three: The MOOSE enables transition to the worker role in a rural context.

The findings indicate that the MOOSE is a useful model in facilitating the return to work of individuals diagnosed with a stroke. The participants struggled to return to work not only due to their loss of abilities but also their lack of knowledge with regard to how to return to work and their diagnosis of a stroke.

Using simulation methods that replicate specific job demands can accelerate return-to-work following an illness or injury. However, the components of simulation vary markedly.

The current study explores the perceptions and experiences of service users to better understand what aspects are required to facilitate a well-designed, work-specific simulation.

Thirteen injured workers (10 men, 3 women) and four staff (3 allied health, 1 manager) involved in a simulation-based rehabilitation program were interviewed. Interview data were analysed using reflexive thematic analysis.

Three major themes resulted: 1) simulation can facilitate successful rehabilitation, 2) the importance of offering multiple, realistic simulations to replicate varying occupations, and 3) effective simulation involves collaboration with a worker’s existing health professionals.

Simulation tasks can be effectively integrated into injury rehabilitation, although are challenging to implement and require further validation studies. The present findings may provide some guidance for rehabilitation services looking to implement this method within a broader, biopsychosocial return-to-work program.

Posttraumatic stress injury (PTSI) is a term used to describe a range of psychiatric difficulties which arise following exposure to a psychologically traumatic event. The impact of being diagnosed with multiple psychiatric conditions on the return-to-work (RTW) outcomes of individuals with PTSI has not been adequately researched.

The current study examined whether the presence of two or more psychiatric conditions occurring simultaneously is predictive of RTW outcomes in workers with PTSI.

A population-based cohort design was conducted using archival data from injured workers admitted to a PTSI rehabilitation program. Differences in RTW outcomes and demographic, administrative, and clinical variables were compared between individuals with single and multiple psychiatric diagnoses. A range of variables were entered into a multivariable logistic regression model predicting RTW.

The final logistic regression model indicated workers had higher odds of RTW if they had a single psychiatric diagnosis (Adjusted Odds Ratio (AOR) 2.20), non-elevated scores on a measure of traumatic stress (AOR 1.85), and reported higher self-perceived readiness to RTW (AOR 1.24).

Being diagnosed with multiple psychiatric conditions appears to be associated with more negative RTW outcomes following PTSI rehabilitation.

Employment has been shown to be the fourth most commonly reported need for veterans and their families, and unemployment rates have ranged from 1–69% dependent on the mental health diagnosis. Complications from the COVID-19 pandemic have had a significant impact on psychological functioning, and social isolation has led to increased psychiatric symptoms. Vocational rehabilitation is an intervention provided to Veterans in an attempt to remove barriers to employment while also increasing involvement in gainful work activity.

The purpose of the current study was to examine the impact that COVID-19 has had on employment rates at discharge for veterans with mental health disorders participating in a VHA vocational rehabilitation program.

An outcome-based, summative program evaluation design was used to assess the quality of Veterans served (2016-2021) at a vocational rehabilitation program served at a medical center located in VISN 12 of the U.S. Department of Veteran Affairs.

Findings showed that veterans with Bipolar and Psychosis were less likely to discharge with employment (not considering COVID-19).

No significant meaningful differences existed in employment rates when comparing pre/post March 2020 (official start of COVID-19 pandemic) for veterans with psychiatric diagnoses.

People with visual impairment often need many items that their sighted counterparts do not, such as assistive devices, transportation services, and other disability-related goods and services. Acquiring these items represents a major barrier to the employment of people with visual impairment.

This study aimed to explore the nature of disability-related employment costs as they relate to engagement in the labor market of people with visual impairment.

The research consisted of a qualitative analysis of interviews and focus groups with 15 visually impaired adults from the New York metro area.

What emerged were the costs of accessing and maintaining employment— particularly related to meeting the expectations of expediency in the modern world— in areas like communication and transportation. These costs interacted with perceived ableism in the labor market and created a climate of job scarcity and anxiety, which came at additional cost to participants who felt stuck in low-paying work.

Further research is needed on the impact of perceived ableism and disability-related employment costs, and on decreasing barriers to programs that may ameliorate these costs, such as vocational rehabilitation services. Such research would inform policy interventions geared toward enhancing disabled people’s participation in the labor market.