Persons with an Anxiety Disorder · Anxiety is a feeling of worry, nervousness or unease that all people experience to some ... can make effective accommodations for employees with

Edition 1

January 2017

Persons with an Anxiety DisorderJOB ACCOMMODATIONS FOR

Job Accommodations

for

Persons with an Anxiety Disorder

Edition 1

January 2017

Job Accommodations for Persons with an Anxiety Disorder

Edition 1, January 2017

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Contents Page

1. Introduction 6 What is an anxiety disorder? 6

2. Whatisanaccommodation? 9 Accommodationsandbestpractice 9

3. Howcommonareanxietydisorders? 104. Whodevelopsanxietydisorder? 145. Etiquetteandinclusivecommunication 15 Awordonlanguagewhenspeakingaboutdisability 15

6. Makingaccommodations 16 Recruitmentandselection 16

Jobdescriptions 16

CaseStudy(1)-Part1 18

Advertisingandattractingapplicants 19

Applicationforms 19

InterviewsandTests 19


Retention 22

Inductionandtraining 24


Premises 26

HealthandSafety 26

EmergencyEvacuation 27


7. Regulatory Framework in the Kingdom of Saudi Arabia 288. Usefulorganisations 319. CollaborativePartners 37



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1 Introduction

This isoneofaseriesofguides,publishedbytheHumanResourcesDevelopmentFund,whichprovidepracticalguidanceforemployersonspecifictopicsrelatingtotheemploymentofpersonswithdisabilities.Itwillbeparticularlyusefulforhumanresources managers, line managers, Taqat Centres, Recruitment Offices and anyservices promoting the employment of personswith disabilities.

Whatisananxietydisorder?

Anxietyisafeelingofworry,nervousnessoruneasethatallpeopleexperiencetosomedegree.Somepeoplecanexperienceanxietymoreintensely,theymayfindithardtocontrolanditcanaffecttheirday-to-daylife.Therearevariousconditionswhereanxiety is themain symptom. These anxiety disorders include generalised anxietydisorder,agoraphobia,socialanxietydisorder,aspecificphobia,panicdisorderandapanicattack.

Forthepurposeofthisbriefing,wewillexaminethecauses,effectsandhowemployerscanmakeeffectiveaccommodationsforemployeeswithgeneralisedanxietydisorder.Generalisedanxietydisorder–whichwewillrefertoasanxietydisorder, isalong-termconditionthatcausesapersontofeelanxiousaboutawiderangeofsituationsandissues,ratherthanonespecificevent.

Peoplewithanxietydisorderfeelanxiousmostdaysandoftenstruggletorememberthelasttimetheyfeltrelaxed.Assoonasoneanxiousthoughtisresolved,anothermayappearaboutadifferentissue.1

Anxietycanleadtophysicalsensationslikenausea,fasterbreathingandheartbeat,sweatingordifficultysleeping.Itcanalsoaffectsomeone’sthoughtprocessesresultinginthepersonfeeling‘onedge’,havingracingthoughts,feelingrestlessness,beingselfawareorconcernedthatotherpeopleareawareoftheiranxiety.Apanicattackisanintensefeelingoffearalongsidesomephysicalsymptoms.

1. http://www.nhs.uk/Conditions/Anxiety/Pages/Introduction.aspx



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Whatcausesanxietydisorder?

Theexactcauseofanxietydisorderisn,tfullyunderstood,althoughit,slikelythatacombinationofseveralfactorsplaysarole.Researchhassuggestedthatthesemayinclude: 2

• Over-activityinareasofthebraininvolvedinemotionsandbehaviour.• An imbalance of the brain chemicals serotonin and noradrenaline, which are

involved in the control and regulation of mood.• Thegenesyouinheritfromyourparents–you,reestimatedtobefivetimesmore

likelytodevelopanxietydisorderifyouhaveacloserelativewiththecondition.• Havingahistoryofstressfulortraumaticexperiences,suchasdomesticviolence,

childabuseorbullying.• Havingapainfullong-termhealthcondition,suchasarthritis.• HavingahistoryofdrugoralcoholmisuseHowever,manypeopledevelopanxietydisorderfornoapparentreason.

Treatments for anxiety disorder

Anxietydisorderscanbetreatedthrough

• Talkingtherapies.• Medication.• Exercise.• Agroupcourseinvolvingafewpeoplemeetingwithatherapist.• Aself-helpcourseinvolvingworkingfromabookorcomputerprogramme.• Relaxationtherapyandothertherapieslikemindfulness,yogaandhypnotherapy.

Ananxietydisordercouldlastforashortperiodduringsomeone’slifeandonlyhaveaminoreffectoritcouldcontinueformanyyearsandhaveamajoreffect.

Theimpactofananxietydisorderonsomeoneintheworkplacewillvary.Peoplemayunderstandthetriggerstoexperiencinganxietyortheremightnotbeaclearcause.Itislikelythateveryonewillfeelanxietytosomeextentintheworkplace,forexamplewhenstartinginanewroleorspeakinginfrontofothercolleaguesortoclients.

2. http://www.nhs.uk/Conditions/Anxiety/Pages/Introduction.aspx



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Foremployers,thebestpracticeapproachistomakeaccommodationsforindividualsthat you thinkmaybeexperiencing anxiety. If theemployee knows the trigger toanxiety, itmightbebest if theywerenotexposed to it initially.With supportandcoachingtheymaybeabletoovercomethetriggerasacauseofanxiety.Thetriggermaynotbework-relatedbutlinemanagerswillstillneedtomakeaccommodationsforanydisadvantageorbarrierthatthepersonexperiencesduetotheeffectoftheiranxiety.



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2. What is an accommodation?

Accommodationsareawayofremovingbarriersthatgetinthewayofapersonwithadisabilitydoingtheirjob.Forexample,changingwheretheywork,thewayinwhichtheydotheirjoborprovidingequipmenttohelpthem.

Anaccommodationisnotspecialtreatment,butawayoftreatingpeopledifferentlyto give everyone the sameopportunity to succeed.Accommodationsmaywell besimple, inexpensiveandmakegoodbusinesssense.

Accommodationsandbestpractice

Employersshouldmakeaccommodationsforanyemployeewhomightbefacingbarriersatworkbecauseofadisabilityorlongterminjuryorhealthcondition–evenif ithasnotbeendiagnosedasadisabilityoracceptedassuchbytheindividual.

Thebestpracticeapproachistomake‘reasonable’accommodationsforanyonewhoneedstheminordertoworkeffectivelyandcontributefullytoyourorganisation.Mostemployerswillwanttoknowwhat is ‘reasonable’.Doingwhatseemsfair forthe individual and others whowork for you given the size and resources of yourorganisation is a goodplace to start.

Thisguidancewillhelpyoudeliverbestpractice.Inordertodemonstratebestpractice:

• Involvetheindividualingeneratingsolutionsandrespecttheirrighttoconfidentiality.• Youmightneedtotreatpeopledifferentlyinordertotreatthemfairly.• Don’tmakeassumptionsaboutwhatpeoplecanandcan’tdo.• Ensurethateveryoneknowswhoisresponsiblefordoingwhatandwhenitmust

bedone.



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3. How common is anxiety disorder?

Anxietyisoneofthemostcommonmentalhealthconditionsandmayaffectonein13people4worldwide.

B. National

StudiesinSaudiArabiahaverevealedlowdetectionratesformentaldisorders.InthecityofAl-Khobar,22%ofhealthclinicpatientshadmentaldisorderssuchasdepressionandanxiety,howeveronly8%werediagnosed.InRiyadh,30%to40%ofthoseseeninprimarycareclinicshadmentaldisordersandagain,mostwerenotdiagnosed.IncentralSaudiArabia,18%ofadultswerefoundtohaveminormentalmorbidity.Rateswerehigheramongtheyoung(15–29years,23%),divorcedpeopleandwidows(morethan40%).Suicideshavebeenestimatedtooccuratarateof1.1/100000populationperannum,andtobemostcommonamongmen,peopleaged30to39years,andimmigrants.5

A. Global

According to theWorld Health Organization, one in four people in theworld willbeaffectedbymentalorneurologicaldisordersatsomepointintheirlives.Around450millionpeople currently experienceamental health condition, placingmentaldisorders among the leading causes of ill-health and disabilityworldwide.3

3. http://www.who.int/whr/2001/media_centre/press_release/en/ 4. https://www.cambridge.org/core/journals/psychological-medicine/article/global-prevalence-of-anxiety- disorders-a-systematic-review-and-meta-regression/484845CE01E709EE4FB6554AA78E612F5. http://www.who.int/mental_health/policy/services/SaudiArabia.pdf

450,000,000 people experienceamentalhealth

1:4 people affectedbymentalorneurological disorders



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Al-Khobar

Central

Riyadh

8% were diagnosed

Higher Rates 23% (15-29 years)

Divorced and WidowsMore than 40%

most were not diagnosed

22%

mental disorderssuch as depression

and anxiety

18% of Adultshave minor mental

morbidity.

30-40%

mental disorderssuch as depression

and anxiety

National

Mostly(Men and Women

aged 30-39 years) & immigrants

Suicides1.1/100,000per annum



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Peoplewithanxietydisorderrepresentanundervaluedanduntappedpooloftalentandaremorelikelytobeunemployedthanpeoplewithoutadisability.

There is a misconception that people with an anxiety disorder cannot cope withemployment.Donotmakeassumptionsaboutwhatsomeonecando.Considertheskills, abilities and aspirations of each individual and implement appropriate andreasonable support so that everyone canmaximise their potential.

Mostpeoplewith ananxietydisorderwant towork - be it inpaidor in voluntarypositions.Researchshowsthatemployment isgoodforpeoplewithmentalhealthconditions such as an anxiety disorder, while unemployment can be extremelydamaging.

Effectivemanagementofmentalhealthintheworkplaceisgoodforbusiness.Failuretomanagementalhealthproblemseffectivelycanalsohavehighcosts in termsofproductivity,teammoraleandinterpersonalrelationships,staffturnoverandindividualperformance.

Aroundoneinfourpeoplemayexperiencesomekindofmentalhealthdifficultiesinthecourseofayear.Thismeansthatevenifyoudonotcurrentlyemployapersonwithanxietydisorder,itislikelythatyouwillhavetomanageanemployeewhohas,oracquires,ananxietydisorderinthefuture.

Byregularlytalkingtoemployeesabouttheirwork,forexampleinappraisals,youmaybeabletoidentifydifficultiesthatcouldbeattributabletoanemployeehavinganxietydisorder.Thiswillthengiveyouanopportunitytotalkaboutaccommodationsthatmayenabletheemployeetoworkmoreeffectively.

Accommodations may well be simple and inexpensive and make good businesssense.Withoutaccommodations,goodcandidatesmaynotapplyforjobsandgoodemployeescouldbelost.Preciserequirementsvaryfromoneindividualtoanother.Alwaysask thepersonwhat theyneed.



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HRDFhavedevelopedashortmediapiecethatactsasanIntroductiontoMentalHealth.ItcanbeseenontheHRDFYoutubechannel.It

showshowourmentalhealthisnotstaticandchangesovertime.Positively,thisshowsthatwhile somepeoplemayexperiencementalhealthdifficulties in their lifetime,peopleshouldbehopefulforthefutureandfortheirpersonalrecovery.

https://youtu.be/6xT9h36QRBQ



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4. Who develops Anxiety Disorder?

Theshortansweristhatanyonecandevelopamentalhealthconditionsuchasanxietydisorderatalmostanytimeintheirlife.Mentalhealthdifficultiesaffectchildrenandolderpeopleaswellaspeopleofworkingage.Thereisnoreasonwhysomepeopledevelopamentalillnessandothersdon’t.Justassomepeopledevelopillnesseslikediabetes,MultipleSclerosisorcancerotherswillacquireamentalhealthcondition.

Somepeoplewillhaveaconditionthatlastsalltheirlivesandwhichtheywillhavetomanageastheywouldsay,asthma.Manywillhaveanepisodefromwhichtheywillfullyrecover.Havinghadamentalhealthdifficulty inthepastdoesnotnecessarilymeanthatthepersonwillbeillagain–somepeoplerecoverfully.Otherswillhaveafluctuatingconditionandsowillhaveperiodswhentheyarewellandperiodswhentheyarenot.



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5. Etiquette and inclusive communication

A word on language when speaking about disability

Whenspeakingaboutdisability,itisimportanttousetheterm"per-son(orpersons)withadisability".Theword«person»or"persons"andthedisability isdeliberatelyseparatedbytheword"with", tostressthatthedisabilitydoesnotdefineordescribethewholeper-son.

Whenreferringtosomeonewhohasanxietydisordertherefore,youshouldrefertoa‘personwithanxietydisorder’.

Formoreinformationonetiquetteandcommunication,seetheHumanResourcesDe-velopmentFund’s‘Guideforetiquetteandrulesofcommunicationwithpersonswithdisabilities’.https://www.hrdf.org.sa/Program/293/Tawafuq?bc=268

Ifapersonisdisplayingnon-typicalordistressedbehaviourask,preferablyinprivate,ifthereisanythingyoucandotohelp.

Meetingpeoplewhohaveananxietydisorder

Oftenthemostsignificantbarrierpeoplewithmentalhealthcondi-tionsexperienceiscreatedbytheattitudesofothers.

Everyoneisdifferentsobeperceptiveandopen;rememberthatyoumaynotknowifthepersonhasaanxietydisorder.

Below is somehelpfuladvicewhencommunicatingwithapersonwhohasanxietydisorder:

• Bepatientandnon-judgmental.• Givethepersontimetomakedecisions.• Removeanysourcesofstressandconfusionsuchasnoiseorflashinglights.



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6. Making accommodations

Recruitmentandselection

Candidates with anxiety disorder may be prevented fromdemonstrating their abilities and potential by conventionalrecruitment processes.

You need to make sure that you do not discriminate against applicants with adisability during the recruitment process. Youmay also have to make reasonableaccommodations.Itisimportantnottomakeassumptionsaboutwhattheapplicantcan or cannot do. Instead, ask applicants about accommodations as part of therecruitment process.

If you use external recruitment agencies, ask for evidence that they also makeaccommodations for applicants with disabilities and work to the standards thatunderpin this guidance.

Itisnotgoodpracticetoaskcandidatesquestionsabouthealthordisabilitypriortoofferingthejobunlessthequestionrelatesdirectlytoanintrinsicaspectoftheroleforwhichthepersonisapplying,orisforthepurposeofmakingaccommodationstotheapplicationorinterviewprocess.Thisisbecause,informationaboutacandidate’shealth or disability gained during the application and assessment stage mightencourage recruitingmanagers tomake negative assumptions about a candidate’sabilitybeforetheyhavetheopportunitytodemonstratethattheycantodothejob.

Jobdescriptions

Unreasonable expectations, conflicting demands and a lack of clarityaboutthescopeorresponsibilitiesofarolecangeneratework-relatedstressandmaycauseorexacerbateanxietydisorder.Whendrawingupjobdescriptions:



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• Ensurethatthejobdescriptionclearlydescribesthepurposeandscopeoftherole,aswellasmanagementsupportassociatedwiththepost.

• Identify any inherent risks associated with the demands of the post includingunreasonable or conflicting demands. Ensure you can support the successfulcandidate with adequate training and resources when appointed.

Whendrawingupcandidatespecifications:

• Bespecificaboutwhatskillsareneededandwhatthejobinvolves.• Distinguishbetweenessentialanddesirable criteria, so thatyoucanbeflexible

when considering accommodations.• Concentrateonwhat is tobeachieved inthe jobasopposedtohowit is tobe

achieved.Someonewithanxietydisordermaybeabletoproducetheresultsyouarelookingforbydifferentmeans.Forexample,focusonoutputratherthantimespentatadeskandallowemployeestoworkflexiblytoachievecoretasks.

• Donotplaceundueemphasisonformalqualificationsorworkexperiencewheretheyarenotessentialtoarole.

• Avoidanover-emphasisonsoft-skillswhenthesemaynotbestrictlyessential,e.g.trytoavoidrequirementslike:

• Mustbefunlovingandbubblywithanoutstandingpersonality.• Mustbeastrongandcommittedteamplayer.

Instead write:

• Mustbeabletobuildandmaintainproductiverelationshipswithcolleagues,clientsandcustomers.

• Mustbeabletoworkeffectivelyinateamenvironment.

• Itmay be appropriate to communicate to prospective candidates that there isaparticular levelofpressureor responsibility attached to some roles.Howeversuchstatements in jobdescriptionsshouldnotbe regardedasanabdicationofresponsibility.Employersshouldstillmanagethepressureandlevelsofstresstowhichtheyexposetheiremployees.Generalitiessuchas:“Mustbeabletoworkunderpressure”or“mustbeabletoworkinstressfulsituations”shouldbeavoided.



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CASE STUDY

Case Study 1

Munirah–MaintainingGoodHealthandCareerDevelopment–Part1

Munirah was diagnosed with Generalised Anxiety Disorder at age 20. She had somementalhealthdifficultiesinherfinalyearinadegreeprograminBusinessAdministrationat university. Shehadtorepeat

herfinalyear.

Her doctor recommends that shehave an initial discussionwithhersupervisortounderstandpossiblecareerprogressionrouteswiththehealthinsurancecompany.

With the support of her medical team she hascompleted cognitive behavioural therapy sessions.She is finding the techniques she is learninghugely beneficial. She feels ready to takeonmoreresponsibilities in work to develop her career.

Munirah maintained contact with her doctor since graduation.

Munirah is working fromhome as a call centre agent for a large multi-nationalhealthinsurancecompany.



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Advertisingandattractingapplicants

Whenadvertisingajob:

• Usepositivewordinglike"wewelcomeapplicantswithdisabilities".• Provide a point of contact for people who require accommodations for the

recruitmentprocess,usingarangeofcontactmethods(e.g.email,phone,SMS,MMS).

• Statethatapplicationswillbeacceptedinalternativeformats,e.g.onpaper,audioorbyemail.

• Advertiseinmorethanonemedium.Inadditiontomainstreampress,advertiseonlocalradio,talkingnewspapersandthroughtheweb.

• PostthevacancyonTaqatNationalLabourGateway. https://www.taqat.sa/web/guestemployer/home

Applicationforms

Accommodationsmayneedtobemadetotheshort-listingprocess,becauseanapplicantwithanxietydisordermay:

• HavegapsintheirCVduetotheirdisability.• Havegainedexperienceoutsideofpaidemployment,e.g.work

experienceandvoluntarywork.

Interviews and tests

Asyouwanttorecruitthebestpersonforthejob,youneedtoensurethateverycandidateisabletodemonstratetheircapacitytodothejob.

Applyingforajobandattendinginterviewscanleadtostress.Peoplethathaveananxietydisordermayfindanxietyheightenedduringtherecruitment process. They may need accommodations made to theapplicationand interviewprocesstodemonstratetheirabilitiesatanequalleveltoothers.Iftheyareemployedtheanxietymayreduceastheysettle intotherole.

www



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Accommodationsmightinclude:

• Additionaltimeduringanassessmentorinterview.• Changingtheformatofanapplicationorassessment.• Makingtheinterviewlessformalbychangingthevenuetoamoreinformalsetting.• The applicantmayneed to knowdetails aboutwhat the interviewwill involve,

without necessarily being given the specific questions, to help them prepare.• Recruitersshouldfocusonwhatistobeachievedinaroleduringaninterviewand

shouldnotmakeassumptions thata rolewillbe toostressful forapersonwhoexperiences anxiety.

• Allowingcandidatestobesupportedoraccompaniedatmeetingsandinterviewsbyasupportworkeroradvocate.

• Beingflexiblearoundtimeanddates.This isespecially important ifacandidaterequiresasupportworkeroriftheyexperiencesideeffectssuchassleepdisturbanceorfatigueassociatedwithmedication.

• Allowingacandidatemoretimetocompletetasksortestsdevisedtoassessskills,whicharenottimecritical.Thismaybeespeciallyappropriateforcandidateswhoarenotusedtoaworkingenvironment.

• Building inrestortoiletbreaks.Somepeoplewithanxietymayneedtousethetoilet more frequently.

• Provide ready access to drinking water. This will be especially important forcandidatestakingmedication,whichcanhavesideeffectslikefatigueorexcessivethirst.

Rememberpeoplereturningtoworkafteraperiodofmentalillnessorunemploymentmaylackconfidence,butcommunicationandinterpersonalskillsarelikelytodeveloponceinpost.



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Hadeya suggests that Munirah consider transitioning from teleworking to working inthecallcentre.Inthecallcentre,Munirahwillhavemoreopportunitiestopracticeteamwork.Whenteamleaderpositionsbecomeavailableshewillunderstandtherolerequirementsmoreclearly.

Case Study 1CASE STUDY

Munirah-MaintainingGoodHealthandCareerDevelopment-Part2

Duringtheweeklycallwithhermanager,Munirahenquiresaboutcareerprogressionoptions.Hadeyaencourages Munirah by praising her ambitions.Hadeya notes Munirah is exceeding her weeklytargets. Hadeya tells Munirah she is showingpotential as a team leader.

After discussions with her family and medial team,Munirah started workingin the call centre two days per week. She wasmore confident using anxietymanagement techniques since her group therapy sessions.

Munirahishopefulforthefutureandeagertoapplyformoreaseniorpositionwhenitbecomesavailable.

After 8 weeksMunirah began working5daysperweek in thecallcentre.Shemaintains contact with her medical team butrequires less frequentvisits.

lessfrequentvisits

Doctor



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Retention

Oncesomeonehasbeenoffereda job,youmayneedtoput inaccommodations to ensure they can perform to their highestcapability.Startgettingtheaccommodationsinplaceassoonaspracticableafteryouhavemadeanappointment– itmay taketime.Consulttheindividualandmakesurethattheemployee’smanagerorsupervisorunderstandstheagreedaccommodations.

Disabilityawarenesstrainingthatincludesanxietydisordermaybeespeciallyusefulforthecandidate’steam.Employmentsupportareasforpersonsexperiencinganxietymay include:

DifficultyHandlingStressandEmotions

• Ifsomeoneexperiencesanxietyduetoacertaintrigger,thismightneedtoberemovedfromexposuretotheemployee.

• Afterinitiallyremovingthetriggertheemployeemaybeabletobuildtowardscomingintocontactwiththetriggeragain.Iftheycontinuetoexperienceanxietyandtheirrolerequiresthemtobeexposedtothetrigger,andallotheraccommodationshavebeenmade,theymayneedtoberedeployedtoanalternativepositionifoneexists.

• Providepraiseandpositivereinforcement.• Refertocounselingandemployeeassistanceprogramsifavailable.• Allowtelephonecallsduringworkhourstodoctorsandothersforneeded

support.

AttendanceIssues

• Provideflexibleleaveforhealthproblems.• Provideaself-pacedworkloadandflexiblehours.• Allowemployeetoworkfromhome.• Providepart-timeworkschedule.



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Dealing with Change

• Recognizethatachangeintheworkenvironmentincludingstaffingchangesmaybedifficultforapersonwithananxietydisorder.

• Provideweeklyormonthlymeetingswiththeemployeetodiscussworkplaceissues,andproductionslevels.

• Maintainopenchannelsofcommunicationbetweentheemployeeandthenewandoldsupervisortoensureaneffectivetransition.

• Explainanychangesthatwillhaveanimpactontheemployeeinadvancewhere possible.

• Support,guidanceorcoachingfromacolleagueoranEmployeeAssistanceProgramme.

• Reducingworkload.• Changingworktimestoavoidexposuretoananxietyprovokingtriggers,if

anxietyisgreateratacertaintimeofdayorduetotheeffectsofmedication.

InteractingwithCoworkers

• Donotmandateemployeesattendworkrelatedsocialfunctions.• Buildinregularreviewsofaccommodations,forexampleattheendofthe

probationaryperiod,insupervisionsessionsandappraisalstoensurethattheaccommodationsarestilleffective.Atailoredaccommodationsagreementisagoodwayofrecordingandreviewingreasonableaccommodations.

• Ensure that you take the same approach to accommodations when anemployeewithanxietydisorder applies forpromotion, againnotmakingassumptions about what the employee can or cannot do.



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Inductionandtraining

Disability and the need tomake accommodations should beembedded in all policies, for example, policies on sickness,training,andappraisals.Newrecruitsshouldbemadeawareofthese policies during the induction procedure.

Itisimportantthatyourstandardinductionandtrainingprogrammeisaccessible,sothatemployeeswithanxietydisorderhavethesameinformationabout,forexample,yourorganization’sHealthandSafetypoliciesandprocedures.

Whetheranemployeewithanxietydisorderisreturningtoworkorstartingworkforthefirsttime,ensuretheyhaveathoroughinduction:

• Be sensitive. Group induction activities can require strong social skills and bedifficultforthosewholackconfidenceorhavelowself-esteem.Providesupportinteambuilding and ice-breakingactivities if appropriate.

• Communicateexpectationsoftheemployeeclearly.Outlinethejobrequirementsandhowtheyfitintotheoverallbusinessobjective.

• Providepeersupportoraworkplacementor.Thiscanbeextremelybeneficialtoanemployeewithanxietydisorderandprovidetheircolleaguewithvaluablepersonaldevelopment.

• Providetrainingandresourcestoequiptheindividualtoperformtheirrole.Someemployees with anxiety disordermay need additional managerial support andsupervision inthe inductionperiod.

• Ensurethatthepersonisconfidentandcomfortablewithexistingtasksbeforeyoulookatincreasingthepaceoftheworkorintroducingnewtasks.

WELCOME



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Rayyanhasbeenworkingasasoftwaredeveloperfor five years. Rayyan has anxiety disorder andafter a recent road traffic accident, his anxietyhasworsened. Rayyan experiences anxietywhentravelling to work during busy periods. He alsofinds itdifficult toconcentratewhentheoffice isverybusyand there isa lotofnoise.

During the meeting, Rayyan explains that he experiences a lot of anxietywhentheoffice iscrowdedand thenoise levelsarehighas thisaffectshisconcentration. Rayyan also explains that he experiences anxiety whentravelling to work during busy periods.

Rayyan’s manager Bandar is aware that Rayyan seems moreanxiouslatelyandisfindingitdifficulttocompletetaskswhentheoffice isverybusy.

BandarhasameetingwithRayyantodiscusshowheisfeelingandifthereareanyaccommodationsthatmayhelphimtodohisjob.

Case Study 2CASE STUDY Rayyanandnegotiatingaccommodations–Part1

travellingtoworkduringbusyperiods

crowdedoffice+highnoise lever

Anxietyandaffectedconcentration

+ =



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Premises

Makesurethatsomeonewhohasanxietydisorderhastimetobecomefamiliarisedwiththebuilding,includinganychangestothelayoutoftheworkplace.Ensurethatemployees know simple health and safety practices to prevent hazards that candisadvantage an employeewith a disability.

Formore information on accessibility for the built environment see the UniversalAccessibility Built Environment Guidelines Manual from King Salman Center forDisability Research:

http://www.kscdr.org.sa/en

Health and Safety

Inthevastmajorityofcaseshealthandsafetypresentsnobarrierstotheemploymentof persons with disabilities. However, health and safety is frequently used as therationaleforthenon-recruitmentordismissalofapersonwithadisability.

Employersoftenhaveamistakenbeliefthattheemploymentofpersonswithadisabilitywillpresentanunmanageablerisktothehealthandsafetyofboththepersonwiththedisabilityandtheircolleagues.

Ifyoudohavehealthandsafety-relatedconcernsregardinganemployeewithanxietydisorder,inordertoachievebestpractice,youshould:

• Adoptacasemanagementapproach.• Makeanindividual,objectiveandcompetentassessmentofanyrisksassociated

withemploymentofthepersonwithanxietydisorder.• Implementaccommodationswhichwouldreduceorremoverisksfortheindividual.• Doallthatisreasonablypracticabletoremoveorreducerisksassociatedwiththe

environmentorworkactivitiesandtoupholdsafeworkingpractices.• Dealreasonablywithanycasesinvolvingresidualrisks.



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Emergencyevacuation

Employers should also provide a means of escape and haverelatedsafetyprecautionsinplacetoensurethepreservationoflifeofallemployeesintheeventofafire.

Employersshouldworkwithemployeeswithadisabilitytodevelopapersonalplanregardingwhatwillhappenintheeventofanemergency.

Considerationsforpersonswithanxietydisordermightinclude:

• Allowingadditionaltimetopracticeevacuation.• Useofafireevacuationliftifoneisavailable.• Additionalchecksbyfirewardens.

During themeeting, Bandar asks Rayyan if hewould liketoworkinaquieterpartoftheofficewhenitisverybusy.Bandarpromises tocontact the ITdepartment to requestapairofnoisecancellingheadphonesforRayyantousetoblockoutthenoiseoftheoffice.

Case Study 2CASE STUDY Rayyanandnegotiatingaccommodations–Part2

Rayyanishappywiththissuggestionandagreestotrialtheseaccommodations.BandarrecordstheaccommodationsandheandRayyanhaveagreedand schedulea review inamonth�stimetoassessifanyalterationsarerequired.

Rayyanagreesthatthiswillbehelpfulandwillhelphimtoconcentrateonhisworkmoreeasily.Healsoexplainsthattravellingduringbusytimesmakeshisanxietyworse.BandarasksRayyanifhewouldliketostartandfinishanhourearliertoavoidrushhourtraffic.

Start and leave an hour earlier

Noisecancellingheadphones



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6. Regulatory Framework in the Kingdom of Saudi Arabia

TherightsofPersonswithDisabilitieshavebeenclearlystatedgloballyintheUnitedNations Convention on the Rights of Persons with Disabilities and locally in thedefinition of disability by theMinistry of Labor and Social Development.

In 2008 the Kingdom of Saudi Arabia signed and ratified theUnited Nations Convention on the Rights of Persons withDisability which states the following:

Article27

Work and employment

1. StatesPartiesrecognizetherightofpersonswithdisabilitiestowork,onanequalbasiswithothers;thisincludestherighttotheopportunitytogainalivingbyworkfreelychosenoracceptedinalabourmarketandworkenvironmentthatisopen,inclusiveandaccessibletopersonswithdisabilities.StatesPartiesshallsafeguardandpromotetherealizationoftherighttowork,includingforthosewhoacquireadisabilityduringthecourseofemployment,bytakingappropriatesteps,includingthroughlegislation,to,interalia:

a. Prohibit discrimination on the basis of disability with regard to all mattersconcerningallformsofemployment,includingconditionsofrecruitment,hiringand employment, continuance of employment, career advancement and safeand healthy working conditions;

A. Global



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b. Protecttherightsofpersonswithdisabilities,onanequalbasiswithothers,tojustandfavourableconditionsofwork,includingequalopportunitiesandequalremuneration for work of equal value, safe and healthy working conditions,includingprotection fromharassment,and the redressofgrievances;

c. Ensurethatpersonswithdisabilitiesareabletoexercisetheirlabourandtradeunionrightsonanequalbasiswithothers;

d. Enable persons with disabilities to have effective access to general technicaland vocational guidanceprogrammes, placement services and vocational andcontinuing training;

e. Promoteemploymentopportunitiesandcareeradvancementforpersonswithdisabilities in the labour market, as well as assistance in finding, obtaining,maintaining and returning to employment;

f. Promoteopportunitiesforself-employment,entrepreneurship,thedevelopmentofcooperativesandstartingone’sownbusiness;

g. Employpersonswithdisabilitiesinthepublicsector;h. Promote the employment of persons with disabilities in the private sector

throughappropriatepoliciesandmeasures,whichmayincludeaffirmativeactionprogrammes, incentives and othermeasures;

i. Ensurethatreasonableaccommodationisprovidedtopersonswithdisabilitiesintheworkplace;

j. Promotetheacquisitionbypersonswithdisabilitiesofworkexperienceintheopen labourmarket;

k. Promotevocationalandprofessionalrehabilitation,jobretentionandreturn-to-workprogrammesforpersonswithdisabilities.

2. States Parties shall ensure that personswith disabilities are not held in slaveryorinservitude,andareprotected,onanequalbasiswithothers,fromforcedorcompulsory labour.



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B.National

Whoisapersonwithdisabilityintheworkplace?

The Executive Regulations to the Labor Law via Royal Decree No. 1982 specifiesthe definition of disability and employment and recommendations for minimalaccommodations and services. The regulation defines a person with a disabilityasapersonwhohasoneormoreof the followingpermanentdisabilities: avisualimpairment, hearing impairment, cognitive impairment, physical impairment,mobilityimpairment,learningdisability,communicationdisorder,behavioraldisorder,affectivedisorders,autismoranyotherdisabilitythatissubstantiatedbyamedicaldiagnosisandreportbyentitythatisauthorizedbytheMinistryofLaborandSocialDevelopment.Thereportshouldstatethatthepersonwithdisabilityrequiresminimalaccommodations and/or services to enable him/her to perform his/her tasks andmaintain the job.

FortheofficiallegaldocumentkindlyrefertotheExecutiveRegulationsoftheLaborLawanditsappendices(theofficialcopyisonlyavailableinArabic).



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Ifyouareanemployerthatisinterestedinrecruitingtalentedandskilledemployeesincludingpersonswithdisabilitiesthefollowingservices,organizationsandcompaniescanfacilitateyourbusinessneed.

pTaqat-NationalLaborGatewayTAQATthenationallaborgatewayisamajornationalinitiativetobuildthelargestvirtuallabormarketplatforminKSAacrossboth,privateandpublicsectors.

TAQAT’s mission is to offer and facilitate employment and training services,efficiently and effectively, to further sustain and develop the labor force.

Web. https://www.taqat.sa/web/guest/about-taqat

pHRDFBranchesandTaqatCenters

Web. https://www.hrdf.org.sa/Locations

Non-HRDFservicesororganisationslistedarenotnecessarilyendorsedbyHRDF.

p King Faisal Specialist HospitalProvidingpsychologicalsupport,medicalandmentalhealthservices forpeoplewhohavementalhealthdifficulties.

Tel. +966114647272 +966114427500 +966126667777 920012312Web. www.kfshrc.edu.saService Region Region1,Region2

p NationalCommitteeforMentalHealth

Web. http://ncmh.org.saEmail. [email protected]

7. Useful Organizations



32

p AlAmal Complex for Mental Health in RiyadhProvidesmedicalcare,psychologicalandsocialcounselingtoindividualswhohavementalhealthdifficultiesorarerecoveringfromaddiction.

Tel. +966114804548Fax. +966114804640Web. www.alamal.med.saEmail. [email protected] Region Region1

p AlAmal Complex for Mental Health in DammamProvidesmedicalcare,psychologicalandsocialcounselingtoindividualswhohavementalhealthdifficultiesorarerecoveringfromaddiction.

Tel. +966138539500Fax. +966138539590Web. alamalhospital.med.saService Region Region4

p AlAmal Complex for Mental Health in MadinahProvidesmedicalcare,psychologicalandsocialcounselingtoindividualswhohavementalhealthdifficultiesorarerecoveringfromaddiction.

Tel. +966148619224Web. alamalhospital.med.saService Region Region3

p AlAmal Complex for Mental Health in QassimProvidesmedicalcare,psychologicalandsocialcounselingtoindividualswhohavementalhealthdifficultiesorarerecoveringfromaddiction.

Tel. +966163852010,+966163221648Web. www.bmhh.med.saService Region Region5



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p AlAmal Complex for Mental Health in TabukProvidesmedicalcare,psychologicalandsocialcounselingtoindividualswhohavementalhealthdifficultiesorarerecoveringfromaddiction.

Tel. +966144235144Service Region Region7

p Motmaena Medical CenterProvidingcoursesandpsychologicalconsultationsforpeoplewithmentalillness

Tel. +966112296669,+966163214422Service Region Region1,Region5

p MediCareProvidingprivatehealthservicespsychiatry,studiesandresearchrelatedto,andraisethelevelofawarenessofhealthandcultureownpsychiatry

Tel. +966112457870,920005531Web. www.medicare-clinics.comEmail. [email protected] Region Region1

p ThatiCenterforFamilyCounselingandPsychologicalProvidesguidance familyandpsychiatry, specialized training courses inpsycho-social for individuals, institutionsandcompanies,governmentdepartmentsanduniversities

Tel. +966114655008Web. www.thati-center.comService Region Region1

p SocialAwarenessandRehabilitationAssociationFamilyAwarenessprogramsandprovideinformation

Tel. +966112694499,+966112634111Web. www.wa3i.org.saService Region Region1



34

p Elite Specialist Clinics Providingprivateservicesforhealthpsychiatry

Tel. +966138940004Web. www.elite-clinics.netEmail [email protected] Region Region4

p HololforPsychologicalandBehavioralConsultingProvidespsychologicalandbehavioralcounselingunderthesupervisionofagroupofconsultantsandpsychologists

Tel. +966114509876,920000247Fax +966114505591Web. www.holol.netService Region Region1,Region5

p DoroobAnelearningplatformbytheSaudiMinistryofLaborandSocialDevelopment.

Web. www.doroob.saService Region 1-13

p King Salman Center for Disability Research Research,lectures,programsandconferencesrelatingtodisabilityissues.

Tel. +966114884401Fax. +966114826164Web. www.kscdr.org.saService Region Region1-13



35

p Business Disability Network (Qaderoon)Providesguidance,advice,trainingandbestpracticetoemployerstorecruit,retainandincludeemployeeswithdisabilitiesthroughinclusiveworkenvironments.

Tel. +966116986116Web. www.qaderoon.saEmail. [email protected] Region Region1-13

EASTERN REGION

NORTHERN BORDERS

RIYADH1

2

34

6

7

8 9

11

13

10

12

QASIM

NAJRAN

ASEERBAHAH

MAKKAH

MADINAH

JAWF

HAIL

TABUK

JAZAN

5



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p WorldWideWebConsortium(W3C)W3Cisanorganisationcreatedtodevelopandmaintainstandardsontheinternetthatallowsuserstoaccesspagesonthewebwithoutdisplayissues.

Web. www.w3.orgService Region International

p WorldHealthOrganizationWHOstaffworkwithgovernmentsandotherpartnersinmorethan150countriestoensurethehighestattainablelevelofhealthforallpeople.

Web. http://www.who.int/en/Service Region International

p InternationalLabourOrganization’sGlobalBusinessandDisabilityNetworkThe ILO Global Business and Disability Network is a network of multinationalenterprises, employer organizations, business networks and organizationsrepresenting persons with disabilities.

Web. http://www.businessanddisability.org/index.php/en/Service Region International



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9. Collaborative Partners

HRDFwelcomefeedbackonthisjobaccommodationsguidefrominterestedindividuals,organisationsandemployers.

PleasecontactHRDFTawafuqatTawafuq@hrdf.org.sawithfeedbackandsuggestions.

• Edition2oftheguidewillincorporatefeedbackandincludethenameoforganizationsandemployerswhowerepartofthereview.

• DeadlinetofeedbackonEdition1isMay1st2017.

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