Managing staff with a disability

Training:

• Recognising job strain or coworker interpersonal conflict
• Difficult conversations e.g. discuss with the employee a process of disclosure to coworkers and ensure their support (as coworkers do not always respond positively or appropriately when supervisors make reasonable adjustments for an employee with a mental health issue, if they are impacted or view the adjustment as privilege).
• Training managers in workplace mental health has good outcomes.
• Workplace antistigma interventions

Communication:

• weekly meetings between supervisor and employee to help deal with problems before they become serious
• provide clarity around the employee’s role, outputs and outcomes
• encourage and enable extra training or one-on-one assistance
• encourage and enable assistance through Employee Assistance Program as well as treatment and a strategy to respond to a ‘crisis’
• increased checking, talking and encouraging professional help
• keep in touch at least every two weeks, when employees are on sick leave
• work with doctors and make sure you are giving out the same messages of reassurance and expectation of recovery
• being flexible through encouraging a phased return, for example, if that is necessary
• being understanding that an employee might need to leave a room occasionally
• enabling an employee to arrive early for meetings so that they can choose a seat where they feel comfortable, for example
• identify a safe space where the employee can be on their own
• ensure your procedures are correct and your behavior fair
• provide positive feedback
• check with the employee on what works for them, possibly including a discussion around trigs and things that will help

Training:

• training in recognising stressors and developing coping strategies
• time management skill development
• training in cooperative problem and conflict solving
• modified job instruction
• extended training on the job.

Flexibility:

• providing more flexible working schedules (e.g. flexible hours, flexible start times, enabling break-taking)
• change to a different job
• reduced work hours for more breaks or rest periods
• change from full-time work to part-time shifts
• quieter work place
• extra time to learn
• exchanging minor tasks with other employees
• work at home
• slowed work pace
• modified job duties
• job coach
• flexible/scheduling,
• reduced hours,
• modified training,
• modified supervision
• modified duties or job descriptions
• time off.