Attitudes Toward Disclosing a Mental Health Problem and Reemployment

Rüsch, Nicolas; Corrigan, Patrick W.; Waldmann, Thomas; Staiger, Tobias; Bahemann, Andreas; Oexle, Nathalie; Wigand, Moritz E.; Becker, Thomas

doi:10.1097/nmd.0000000000000810

Cited by 34 publications

(25 citation statements)

References 10 publications

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“…The finding that employment specialists are in favour of and encourage their clients' disclosure has also been found by others [24,25]. In line with what respondents generally believed, several studies have shown that disclosure during the hiring period resulted in fewer invitations for job interviews [10], and that greater reluctance to disclose mental illness increased chances of reemployment after 6 months, [26]. There are several explanations for this deviant opinion of work reintegration professionals.…”

Section: Discussionsupporting

confidence: 52%

To Disclose or Not to Disclose: A Multi-stakeholder Focus Group Study on Mental Health Issues in the Work Environment

et al. 2019

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Purpose Whether or not to disclose mental illness or mental health issues in the work environment is a highly sensitive dilemma. It can facilitate keeping or finding paid employment, but can also lead to losing employment or to not being hired, because of discrimination and stigma. Research questions were: (1) what do stakeholders see as advantages and disadvantages of disclosing mental illness or mental health issues in the work environment?; (2) what factors are of influence on a positive outcome of disclosure? Methods A focus group study was conducted with five different stakeholder groups: people with mental illness, Human Resources professionals, employers, work reintegration professionals, and mental health advocates. Sessions were audio-taped and transcribed verbatim. Thematic content analysis was performed by two researchers using AtlasTi-7.5. Results were visually represented in a diagram to form a theoretical model. Results Concerning (dis-)advantages of disclosure, six themes emerged as advantages (improved relationships, authenticity, work environment support, friendly culture) and two as disadvantages (discrimination and stigma). Of influence on the disclosure outcome were: Aspects of the disclosure process, workplace factors, financial factors, and employee factors. Stakeholders generally agreed, although distinct differences were also found and discussed in the paper. Conclusion As shown from the theoretical model, the (non-) disclosure process is complex, and the outcome is influenced by many factors, most of which cannot be influenced by the individual with mental illness. However, the theme 'Aspects of the disclosure process', including subthemes: who to disclose to, timing, preparation, message content and communication style is promising for improving work participation of people with mental illness or mental health issues, because disclosers can positively influence these aspects themselves.

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Section: Discussionsupporting

confidence: 52%

To Disclose or Not to Disclose: A Multi-stakeholder Focus Group Study on Mental Health Issues in the Work Environment

et al. 2019

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“…A high number of employers (72%) have been found to believe that potential employees should disclose MI/MHI prior to recruitment [25]. However, studies have shown that if employers are aware of job applicants' mental health conditions, they are less inclined to hire them [26,27].…”

Section: Social Stigma Definedmentioning

confidence: 99%

“…Another advantage of disclosure is that it enables authenticity (i.e., employees' ability to act in accordance with their true selves) [27,36] in the work environment. Authenticity has been shown to be positively related to work engagement, job satisfaction and work performance [36].…”

Section: Social Stigma Definedmentioning

confidence: 99%

Social stigma is an underestimated contributing factor to unemployment in people with mental illness or mental health issues: position paper and future directions

2020

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Background: As yet, little is known about the effects of mental health stigma on sustainable employment. This is surprising, as mental health stigma is common, and because people with severe and common mental disorders are 7 and 3 times more likely to be unemployed, respectively, than people with no disorders. As the global lifetime prevalence of mental disorders is 29%, the high unemployment rates of people with these health problems constitute an important and urgent public health inequality problem that needs to be addressed. Main text: The aim of this position paper is to illustrate the assumption that stigma contributes to the unemployment of people with mental illness and mental health issues with evidence from recent scientific studies on four problem areas, and to provide directions for future research. These four problem areas indicate that: (1) employers and line managers hold negative attitudes towards people with mental illness or mental health issues, which decreases the chances of people with these health problems being hired or supported; (2) both the disclosure and non-disclosure of mental illness or mental health issues can lead to job loss; (3) anticipated discrimination, selfstigma and the 'Why Try' effect can lead to insufficient motivation and effort to keep or find employment and can result in unemployment; and (4) stigma is a barrier to seeking healthcare, which can lead to untreated and worsened health conditions and subsequently to adverse occupational outcomes (e.g. sick leave, job loss). Conclusions: The paper concludes that stigma in the work context is a considerable and complex problem, and that there is an important knowledge gap especially regarding the long-term effects of stigma on unemployment. To prevent and decrease adverse occupational outcomes in people with mental illness or mental health issues there is an urgent need for high quality and longitudinal research on stigma related consequences for employment. In addition, more validated measures specifically for the employment setting, as well as destigmatizing intervention studies are needed.

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“…In einer feindseligen Umgebung dürften die Nachteile von Offenlegung überwiegen, umgekehrt ermöglicht Offenlegung oft erst soziale Unterstützung. So fanden wir unter psychisch erkrankten Arbeitslosen, dass Offenlegung der eigenen Erkrankung bei der Arbeitsuche im Verlauf einerseits das Finden einer neuen Arbeitstelle erschwert [6], andererseits Offenlegung im privaten Bereich die Lebensqualität verbessert [25]. Insgesamt sprechen empirische Befunde dafür, dass Offenlegung der eigenen psychischen Erkrankung zu besserer Lebensqualität und sozialer Unterstützung führt [24], die Entscheidung für den Einzelnen bleibt aber angesichts des Risikos der Diskriminierung komplex und situationsabhängig.…”

Section: Offenlegungunclassified

In Würde zu sich stehen – Konzept und Wirksamkeit eines peer-geleiteten Programms zu Offenlegung und Stigmabewältigung

et al. 2018

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Zusammenfassung Hintergrund Menschen mit psychischen Erkrankungen stehen aufgrund verbreiteter Stigmatisierung oft vor der schwierigen Entscheidung, ob sie ihre Erkrankung anderen gegenüber offenlegen sollen. Methode Konzept und Inhalte von ‚In Würde zu sich stehen‘ (IWS), einem kompakten peer-geleiteten Gruppenprogramm, werden beschrieben. Ergebnisse IWS unterstützt Teilnehmer mit psychischen Erkrankungen bei Offenlegungsentscheidungen und Stigmabewältigung. Drei RCTs zeigen positive Effekte von IWS. Schlussfolgerungen Fragen der Wirksamkeit, Implementierung und Weiterentwicklung von IWS werden diskutiert.

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Attitudes Toward Disclosing a Mental Health Problem and Reemployment

Cited by 34 publications

References 10 publications

To Disclose or Not to Disclose: A Multi-stakeholder Focus Group Study on Mental Health Issues in the Work Environment

To Disclose or Not to Disclose: A Multi-stakeholder Focus Group Study on Mental Health Issues in the Work Environment

Social stigma is an underestimated contributing factor to unemployment in people with mental illness or mental health issues: position paper and future directions

In Würde zu sich stehen – Konzept und Wirksamkeit eines peer-geleiteten Programms zu Offenlegung und Stigmabewältigung

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