Conclusion

The ADA is a powerful new tool for securing equal employment opportunities for people with disabilities. But the law will have little effect if those granted rights and responsibilities - including employers and workers with psychiatric disabilities - are inadequately informed. Resources for information and technical assistance activities have, to date, been very limited. Trade associations, grass roots advocacy groups, and service delivery agencies should do all they can to inform their members and the public about the ADA if the law is to achieve its potential.

Perhaps more than any other group, people with psychiatric disabilities need the anti-discrimination protections of the ADA. They confront severe stigma, in many forms, in workplaces and other settings. Consequently, they face complex dilemmas regarding disclosure - only the first step in exercising rights. This study shows that reasonable accommodations have been, and will continue to be, made for a variety of reasons. Most important, employers willingly make accommodations to increase the productivity of valued employees.

While vigorous enforcement is essential to the implementation of any new law, it should not be the only approach. We need to learn about and emphasize strategies that help both individuals with disabilities and employers gain from the ADA. We need to ensure that people with psychiatric disabilities have access to training and educational programs so they are qualified job applicants in an increasingly competitive marketplace. We need to learn more about how accommodations for workers with disabilities are implemented and adjusted over time. We need to acknowledge that the very best accommodations may be those that are never labeled as such.

It is hoped that this study will enrich our understanding of employment for persons with psychiatric disabilities, guide our efforts in ADA implementation, and illuminate the long list of questions still unanswered.

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