Activating the ‘ideal jobseeker’: Experiences of individuals with mental health conditions on the UK Work Programme
Activating the ‘ideal jobseeker’: Experiences of individuals with mental health conditions on the UK Work Programme
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激活“理想求职者”：有心理健康问题的个人在英国工作计划中的经历
作者：
Frederike Scholz;Jo Ingold
积极的劳动力市场方案是协助人们进入工作场所的重要准备机制。本文分析了定性数据，从一个很难访问的一组个人的心理健康状况（MHC）参与了大规模的英国ALMP，工作计划（WP）。使用“扩展的残疾社会模型”的透镜和“理想工作者”的概念，文章表明，“理想求职者”的健全人规范嵌入在该计划的设计，优先考虑个人的某些能力和行为超过其他人。第二，本文扩展了阿克的不平等制度的框架，以证明该方案内的正式和非正式不平等做法维持，而不是挑战，残疾人不平等。这一点在以下沿着四个方面显而易见：（1）积极劳动政策作为产生残疾人不平等的组织过程;（2）残疾人不平等的可见性;（3）残疾人不平等的合法性;以及（4）积极劳动政策设计和实施过程中来自等级社会关系的控制和遵守，涉及对残疾求职者的稳定或不稳定影响。这篇文章的理论和实践的贡献表明，WP的设计作为一个就业准备机制推动残疾求职者进一步远离有偿就业，而不是对工作场所的包容性。
Active labour market programmes (ALMPs) are critical preparation mechanisms to assist people to enter the workplace. This article analyses qualitative data from a hard-to-access group of individuals with mental health conditions (MHCs) participating in a large-scale UK ALMP, the Work Programme (WP). Using the lens of the ‘extended social model of disability’ and the concept of the ‘ideal worker’, the article demonstrates that ableist norms of the ‘ideal jobseeker’ were embedded within the Programme’s design, prioritising individuals with certain abilities and behaviour over others. Second, the article extends Acker’s framework of inequality regimes to demonstrate that formal and informal inequality practices within the Programme maintained, rather than challenged, disability inequality. This was visible along four dimensions: (1) ALMPs as organising processes producing disability inequality; (2) the visibility of disability inequality; (3) the legitimacy of disability inequality; and (4) control and compliance derived from hierarchical social relations within ALMP design and implementation, involving either stabilising or destabilising effects on disabled jobseekers. The theoretical and practical contributions of this article demonstrate that the design of the WP as an employment preparation mechanism pushed disabled jobseekers further away from paid employment, rather than towards workplace inclusion.