Centre for Social Impact, School of Business, Law and Entrepreneurship, Swinburne University of Technology, Hawthorn 3122, Australia.
Int J Environ Res Public Health. 2024 Oct 31;21(11):1453. doi: 10.3390/ijerph21111453.
There is little research on health-promoting workplace settings focused on people with an intellectual disability. There are a range of supported and open employment workplaces where people with an intellectual disability work, and this is an important setting that can influence health and wellbeing outcomes. The health promotion research that has been conducted with people with an intellectual disability has been programmatic in focus and lacks a broader settings and ecological perspective. This paper reports on analysis conducted across four organisations that employ people with an intellectual disability and included 47 in-depth interviews conducted with staff and supported employees. The aim was to examine the organisational characteristics, structures, and cultural elements that contribute to positive wellbeing. The key elements were offering a diversity of roles and opportunities, customised training and task matching, a flexible approach to work rosters, offering a range of workplace environments (e.g., busy versus calm environments), and providing holistic and tailored support. The results illustrate that providing positive wellbeing outcomes in the workplace for this cohort cannot be considered from a program perspective but as a whole of organisation design and culture. With the current movement towards more opportunity in open employment, it will be important that these features are replicated in all workplaces where people with an intellectual disability are employed. Further research and policy work is required for this ambition to be realised.
针对智障人士的促进健康工作场所的研究很少。有一系列支持性和开放性的就业工作场所，智障人士在这些工作场所工作，这是一个可以影响健康和幸福结果的重要环境。针对智障人士开展的健康促进研究侧重于项目，缺乏更广泛的环境和生态视角。本文报告了对四个雇用智障人士的组织进行的分析，其中包括对 47 名员工和受支持员工进行的深入访谈。目的是研究有助于积极幸福感的组织特征、结构和文化要素。关键要素包括提供多样化的角色和机会、定制培训和任务匹配、灵活的工作安排、提供各种工作环境（例如，繁忙与安静的环境），以及提供全面和定制的支持。结果表明，不能从项目角度而是从整个组织设计和文化角度来考虑为这一人群提供积极的工作场所幸福感。随着当前向开放式就业提供更多机会的趋势，在雇用智障人士的所有工作场所复制这些特征将非常重要。需要进一步的研究和政策工作来实现这一目标。
