Direct Support Professionals' Perspectives on Workplace Support: Underappreciated, Overworked, Stressed Out, and Stretched Thin.
DSPs say six workplace fixes will keep them in the job; later studies prove the same stressors now push record turnover.
01Research in Context
What this study did
Adams et al. (2021) asked direct support professionals what they need at work. They ran surveys and small group talks. Staff told six big needs: better bosses, fair pay, more training, enough coworkers, program money, and doable workloads.
What they found
DSPs feel underpaid, overworked, and stretched thin. They want clear rules, steady hours, and someone who listens. Without these fixes they burn out and quit.
How this fits with other research
Laws et al. (2024) call the same six gaps a full crisis. They add that Black and brown DSPs face even worse pay and hours. The story has grown, not changed.
Howard et al. (2023) counted DSPs during COVID-19. They show the same stressors now hurt more: lower pay than frontline supervisors, scarcer staff, higher risk. Numbers back up the feelings E et al. heard.
Bottini et al. (2020) asked 149 autism staff what drives burnout. Top answers match E et al.: too much work, little reward, weak fairness. Different method, same tune.
Why it matters
If you supervise DSPs, use their six needs as a checklist. Start with one: give clear daily schedules and ask "Is this doable?" in every shift huddle. Small fixes keep people on the job and clients safe.
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02At a glance
03Original abstract
The Direct Support Professional (DSP) workforce has experienced a multidecade period of disinvestment in the field leading to DSPs being in high demand, while efforts to recruit, train, and retain these professionals pose challenges. To gain a better understanding of the needs of DSPs themselves, 440 survey responses and 24 interviews of DSPs were analyzed to understand what would help DSPs do their jobs better and ensure they feel more supported by their agencies. Results revealed six distinct support needs: (a) ensure quality participatory management practices, (b) provide fair compensation and recognition, (c) enhance access to training opportunities, (d) assure reliable and quality staffing, (e) adequately fund basic needs of both programs and people receiving support, and (f) maintain reasonable job expectations.
Intellectual and developmental disabilities, 2021 · doi:10.1352/1934-9556-59.3.204