Abstract

This study examines how individuals with mental health conditions (MHCs) are supported and managed in sheltered workshops in France. Based on interviews with sheltered workshop professionals and observations in these organizations, this qualitative study identifies and describes human resource management (HRM) practices related to individuals with MHCs and how these practices come into being. Three types of practices were identified: identity-blind practices, which are common to all employees regardless of their disability types; identity-conscious practices, which are specifically adapted to individuals with MHCs; and individual-conscious practices, which go beyond a mental health diagnosis and are specifically adapted to the individual at a particular moment in time. Several drivers lead to these practices: organizational or individual awareness of the need for adaptation, the intention to adapt, the availability of organizational resources, and the organizations’ allowance for flexibility. By analyzing the specific needs of individuals with MHCs in the sheltered sector, the article extends the concepts of identity-blind and identity-conscious practices and outlines several types of HRM diversity practices.

摘要

本研究调查了在法国的庇护工场中如何支持和管理有心理健康状况 (MHC) 的个人。根据对庇护工场专业人员的采访和对这些组织的观察，这项定性研究确定并描述了与 MHC 个人相关的人力资源管理 (HRM) 实践以及这些实践是如何形成的。确定了三种类型的做法： 身份盲目做法，无论其残疾类型如何，所有员工都普遍存在；有身份意识的做法，特别适合有 MHC 的个人；和个人意识实践，这些实践超越了心理健康诊断，并且在特定时间特别适合个人。几个驱动因素导致了这些做法：组织或个人对适应需求、适应意图、组织资源的可用性以及组织对灵活性的容忍度的意识。通过分析庇护部门中具有 MHC 的个人的特定需求，本文扩展了身份盲和身份意识实践的概念，并概述了几种类型的 HRM 多样性实践。