Post-COVID World Presents Professional Possibilities for Peers, Clients

In that incredible instant between night and dawn, just as the rays of the post-COVID world are beginning to flicker, we have a wonderful occasion to advance the behavioral health cause for peers and consumers. Today, numerous job openings exist in every community and in every facet of the American economy. Let us take advantage of this one-time opportunity to help place persons with mental health and substance use conditions, and intellectual/developmental disabilities (I/DD) into these jobs.

Excellent evidence exists that one’s job is a key element of one’s identity and well-being. In fact, upon meeting someone, one of the very first questions asked is, “What do you do?” It is no different for peers and clients. Lack of a job identity can and does adversely affect one’s well-being.

Detailed and current information on the employment of persons with behavioral or I/DD conditions is very scarce. As a reference point, the Bureau of Labor Statistics reports that almost 20% of persons with any type of disability were employed in 2019. Comparable figures from the field for mental illness can range from about 15% to 40%, depending on source, year, full or part-time, and specific disability. Persons with schizophrenia have the lowest employment rate. Statistics for adults with I/DD range from 20% to 34%, with those in state I/DD programs having the lowest employment rate. For those with substance use conditions, the figures are quite different. About 70% of those with substance use conditions are working, but these numbers are highly skewed in favor of persons with alcohol conditions.

What seems quite clear from this information, however, is that a very large number of persons with behavioral health and I/DD conditions were not working in the pre-COVID period. The hope would be that we can change this picture now that so many job opportunities are opening up in the economy. Hence, the question becomes: What steps can be taken to effect this change?

As a field, we need to make a commitment to assure that peers and clients either have a job or know how to seek a job. In many instances, we may need to provide a job reference, or even engage in job coaching and mentoring. These activities may be new for many of us. Just a moment’s reflection will assure you that peers can be a great resource in this endeavor.

Now, to the fundamental question: How does one seek a job today?

Most obviously, one can drive through any downtown area, including his or her own. Almost every window has a “Help Wanted” sign. This exercise will tell you immediately what types of retail jobs are available locally—food service, specialty sales, big box store sales, etc.

One can also review Alison Doyle’s excellent article, “How to Find Jobs in Your Local Area.” This compilation reviews multiple job search strategies including search engines, local job search sites, company websites, community and county job boards, state resources, high school and college alumni associations, and personal connections.

Lack of information on job statistics and lack of focus on jobs in the behavioral health and I/DD field is likely an unsolved chicken-egg problem, i.e., because we see little information about employment of our clients, we then give little attention to the problem, or vice versa. Either way, it remains a problem.

In this new era of focus on personal well-being, it is quite clear that we must give attention to employment and jobs for peers and clients. With this post-COVID phase just beginning now, opportunity is knocking!

Ron Manderscheid, PhD, is president and CEO of NACBHDD and NARMH.