feat(script): Extract Gates2000

02-data/intermediate/SAMPLE.bib

@@ -5072,7 +5072,7 @@ does NOT look at inequalities affected}
   doi = {10.1023/A:1009445929841},
   urldate = {2023-11-24},
   abstract = {Successful sustained employment for people with disabilities is a function of a complex array of factors. Key among these factors is appropriate accommodation at the workplace. Current approaches to accommodation, however, are often unsuccessful. Research suggests that this is due, in part, to the limited view of accommodation as technical changes to the job. An approach to accommodation that does not take into account the social context ignores the consequences of the process on work group morale and individual self-esteem and well-being. This has repercussions for individual job performance, job satisfaction and work retention, as well as overall work group productivity. An intervention was designed to take into account the social nature of the accommodation process and pilot tested with 12 workers who were out on a short term disability leave with a psychiatric diagnosis and their work groups. Based on a psychoeducational model, the intervention educates the work group about what it means to work with a disability, provides a safe environment where the worker with disability and coworkers can share concerns about the impact of accommodation on the group, informs about the accommodation process and specifies strategies to help the worker with disability best meet job requirements. Key intervention components include 1) the development of a disclosure plan since workplace intervention cannot occur without disclosure, 2) a systematic method for identifying the work group members, 3) a formal psychoeducation training that includes the supervisor, identified work group members, and the individual in the work organization who has the authority to approve accommodations, and 4) on-going follow up support to the supervisor and worker with disability. Although generalizability of the findings is limited because of the small sample size and its application only to those with mental health conditions, they support the importance of this approach to employment outcomes for people with disabilities. First, findings suggest that the rehabilitation process cannot stop at placement. Providers must be willing and able to enter the workplace with their clients. This requires providers to take on new roles such as educators, interpreters, negotiators and trainers. Disclosure must lose its status as a taboo topic. Providers and workers with disabilities must come to understand the risks and benefits of disclosure, and, when the decision is made to disclose, must have a formal, structured plan for carrying it out. Finally, workplace intervention must take into account the social context and provide the opportunity for communication and interaction in order to insure the success of the accommodations.},
-  keywords = {inequality::disability,relevant,TODO::full-text,type::structural},
+  keywords = {country::US,done::extracted,inequality::disability,method::qualitative,region::NA,relevant,type::structural},
   file = {/home/marty/Zotero/storage/BS48PKQK/Gates_2000_Workplace Accommodation as a Social Process.pdf}
 }
 

02-data/processed/relevant/Gates2000.yml

@@ -0,0 +1,47 @@
+author: Gates, L. B. 
+year: 2000
+title: Workplace Accommodation as a Social Process
+publisher: Journal of Occupational Rehabilitation
+uri: https://doi.org/10.1023/A:1009445929841
+pubtype: article
+discipline: sociology
+
+country: United States
+period: 2000
+maxlength: 12
+targeting: explicit
+group: mentally ill workers
+data: survey, protocol
+
+design: qualitative
+method: action protocol development
+sample: 12
+unit: individual
+representativeness: subnational, local
+causal: 0 # 0 correlation / 1 causal
+
+theory:
+limitations:
+observation:
+  - intervention: workplace accommodation
+    institutional: 0
+    structural: 1
+    agency: 1
+    inequality: disability
+    type: 1 # 0 vertical / 1 horizontal
+    indicator: 0 # 0 absolute / 1 relative
+    measures: rtw
+    findings: successful accommodation requires social component; relationship largest barrier; agency of returnee must be strengthened
+    channels: unsuccessful accommodations rely on the functional aspect; supervisors play primary role in success of accommodation process
+    direction: 1 # -1 neg / 0 none / 1 pos
+    significance: # 0 nsg / 1 msg / 2 sg
+
+notes:
+annotation: |
+  A qualitative study on the mechanisms of workplace accomodation for people with mental health conditions to allow their successful return-to-work.
+  The intervention is based on an accommodation which disaggregates the effects of social and technical components of the process and included a disclosure and psychoeducational plan.
+  It finds that successfull return-to-work through accommodation requires consideration of the social component ('who is involved'), with unsuccessful accommodation often only relying on the functional aspect ('what is involved').
+  The primary barrier identified for successful return-to-work are actually relationship issues not functional ones, with supervisors playing a key role for the success of the accommodation process.
+  Additionally, it highlighted the necessity of strengthening the individual agency of the returnee, accomplished in the intervention through a concrete training plan with the worker but also with other key workplace players such as the supervisors.
+  Additionally, providers must be willing to develop a disclosure plan with the employee and enter the workplace itself to adequately assist in the accommodation process.
+  Limitations to the study include the limited generalizability of its findings with a small non-randomized sample size and restriction to mental health disability.

02-data/supplementary/lib.bib

@@ -5168,7 +5168,7 @@ does NOT look at inequalities affected}
   doi = {10.1023/A:1009445929841},
   urldate = {2023-11-24},
   abstract = {Successful sustained employment for people with disabilities is a function of a complex array of factors. Key among these factors is appropriate accommodation at the workplace. Current approaches to accommodation, however, are often unsuccessful. Research suggests that this is due, in part, to the limited view of accommodation as technical changes to the job. An approach to accommodation that does not take into account the social context ignores the consequences of the process on work group morale and individual self-esteem and well-being. This has repercussions for individual job performance, job satisfaction and work retention, as well as overall work group productivity. An intervention was designed to take into account the social nature of the accommodation process and pilot tested with 12 workers who were out on a short term disability leave with a psychiatric diagnosis and their work groups. Based on a psychoeducational model, the intervention educates the work group about what it means to work with a disability, provides a safe environment where the worker with disability and coworkers can share concerns about the impact of accommodation on the group, informs about the accommodation process and specifies strategies to help the worker with disability best meet job requirements. Key intervention components include 1) the development of a disclosure plan since workplace intervention cannot occur without disclosure, 2) a systematic method for identifying the work group members, 3) a formal psychoeducation training that includes the supervisor, identified work group members, and the individual in the work organization who has the authority to approve accommodations, and 4) on-going follow up support to the supervisor and worker with disability. Although generalizability of the findings is limited because of the small sample size and its application only to those with mental health conditions, they support the importance of this approach to employment outcomes for people with disabilities. First, findings suggest that the rehabilitation process cannot stop at placement. Providers must be willing and able to enter the workplace with their clients. This requires providers to take on new roles such as educators, interpreters, negotiators and trainers. Disclosure must lose its status as a taboo topic. Providers and workers with disabilities must come to understand the risks and benefits of disclosure, and, when the decision is made to disclose, must have a formal, structured plan for carrying it out. Finally, workplace intervention must take into account the social context and provide the opportunity for communication and interaction in order to insure the success of the accommodations.},
-  keywords = {inequality::disability,relevant,TODO::full-text,type::structural},
+  keywords = {country::US,done::extracted,inequality::disability,method::qualitative,region::NA,relevant,type::structural},
   file = {/home/marty/Zotero/storage/BS48PKQK/Gates_2000_Workplace Accommodation as a Social Process.pdf}
 }
 

scoping_review.qmd

@@ -664,7 +664,7 @@ focusing on the effects of interventions aimed at maternity support ---
 childcare programmes, paid leave and maternity benefits.
 
 @Broadway2020 study the introduction of universal paid maternal leave in Australia, looking at its impacts on mothers returning to work and the conditions they return under.
-It finds that, while there is a short-term decrease of mothers returning to work since they make use of the introduced leave period, over the long-term (after six to nine months) there is a significant positive impact on return-to-work.
+It finds that, while there is a short-term decrease of mothers returning to work since they make use of the introduced leave period, over the long-term (after six to nine months) there is a significant positive impact on return to work.
 Furthermore, there is a positive impact on returning to work in the same job and under the same conditions,
 the effects of which are stronger for more disadvantaged mothers (measured through income, education and access to employer-funded leave).
 This suggests that the intervention reduced the opportunity costs for delaying the return to work, and especially for those women that did not have employer-funded leave options, directly benefiting more disadvantaged mothers.
@@ -775,6 +775,14 @@ They thereby not only reinforce their recommendation for strength-based approach
 in the worst case reducing equity through bad targeting mechanisms,
 and their negative reinforcement effects widening existing inequalities of gender, age and racial discrimination through such targeting on the other.
 
+With a similar focus on agency, @Gates2000 conducts a qualitative study on the mechanisms of workplace accomodation for people with mental health conditions to allow their successful return-to-work.
+The intervention is based on an accommodation which disaggregates the effects of social and technical components of the process and included a disclosure and psychoeducational plan.
+It finds that successfull return-to-work through accommodation requires consideration of the social component ('who is involved'), with unsuccessful accommodation often only relying on the functional aspect ('what is involved').
+The primary barrier identified for successful return-to-work are actually relationship issues not functional ones, with supervisors playing a key role for the success of the accommodation process.
+Additionally, it highlighted the necessity of strengthening the individual agency of the returnee, accomplished in the intervention through a concrete training plan with the worker but also with other key workplace players such as the supervisors.
+Additionally, providers must be willing to develop a disclosure plan with the employee and enter the workplace itself to adequately assist in the accommodation process.
+Limitations to the study include the limited generalizability of its findings with a small non-randomized sample size and restriction to mental health disability.
+
 # Conclusion
 
 The section with conclude with reflections on the implications of findings for policy.