Disclosure dilemmas: how people with a mental health condition perceive and manage disclosure at work

Toth, Kate; Yvon, Florence; Villotti, Patrizia; Lecomte, Tania; Lachance, Jean-Philippe; Kirsh, Bonnie; Stuart, Heather; Berbiche, Djamal; Corbière, Marc

doi:10.1080/09638288.2021.1998667

Cited by 21 publications

(46 citation statements)

References 58 publications

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“…In our study, the women struggled to disclose SPT at work, negotiating the ambiguity of 'internalising shame' and 'externalising the trauma' . Similar ambiguity and dilemmas are presented in other studies [51,52] where workers struggle with disclosing chronic illnesses at work. Further, menstruation [53], pregnancy [54], and breastfeeding [55] are reproductive processes depicted as taboo in the workplace.…”

Section: Discussionsupporting

confidence: 59%

Negotiating the ambiguity of an (in)authentic working life: a grounded theory study into severe perineal trauma

et al. 2023

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Background In Sweden, persistent physical and psychological health problems occur in about three in ten women who sustain severe perineal trauma (SPT) during childbirth. As most Swedish women work outside the home, the question of if and how SPT-related morbidity influences working life needs exploration. This study aims to qualitatively explore how women with persistent SPT-related morbidities experience and conceptualise their problems concerning working life. Further, we theorise the findings by applying Simone de Beauvoir’s feminist framework of immanence and transcendence as well as authentic and inauthentic life. Methods Ten interviews with women recruited via a Swedish social media community for perineal trauma were analysed according to Charmaz’s constructivist approach to grounded theory. Results The theoretical model and related core category ‘Negotiating the ambiguity of an (in)authentic working life’ reflected the women’s negotiations of immanence as ‘the silent covert object’ versus transcendence as the ‘the resourceful overt subject’. The model also mirrored the conflict of (in)authenticity in working life. An inauthentic working life was experienced when women were denied their subjectivity at work or constructed themselves as subjects in denial of their SPT. On the other hand, women who acknowledged their SPT and were constructed as subjects by ‘others’ achieved an authentic working life despite SPT. Conclusions The conflicting gendered process of ‘the silent covert object’ versus ‘the resourceful overt subject’ problematised women’s vulnerability at work. Aspects that enable subjectification and transcendence are essential for policymakers, employers, healthcare services, and society to eradicate the taboo of SPT and create a working environment characterised by understanding, support, and flexibility. Further, access to adequate care, sick leave, and occupational rehabilitation are essential. Such measures support transcendence towards an authentic working life and, consequently, a more gender-equal working environment that does not deprive women of career opportunities due to a physical ailment.

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Section: Discussionsupporting

confidence: 59%

Negotiating the ambiguity of an (in)authentic working life: a grounded theory study into severe perineal trauma

et al. 2023

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“…This is important, as 27% of Dutch workers does not disclose mental illness in the work environment, and therefore by definition also misses out on workplace support and accommodations that may be important to stay at work. Finally, the findings add to the growing literature that a safe workplace atmosphere, where workers with health problems are supported rather than excluded, is not only highly important for disclosure, but ultimately also for workers’ sustainable employment, health and well-being [ 1 , 19 , 49 , 51 ]…”

Section: Discussionmentioning

confidence: 75%

Expectations of Mental Illness Disclosure Outcomes in the Work Context: A Cross-Sectional Study Among Dutch Workers

et al. 2022

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Purpose The decision whether to disclose mental illness at work can have important positive and negative consequences for sustainable employment and well-being. The aim of the study is (1) to examine workers’ expectations of outcomes of mental illness disclosure in the workplace and to evaluate their expectations regarding which factors are of influence on these outcomes, (2) to identify distinct subgroups of workers, and (3) to characterize these subgroups in terms of personal, sociodemographic, and work-related characteristics. Methods In this cross-sectional survey study, a sample of 1224 Dutch workers was used. Latent Class Analysis (LCA) was used to identify classes of workers based on expected workplace mental illness outcomes. A three-step approach LCA was chosen to investigate whether the classes differed in characteristics. Results The majority of workers expected predominantly positive outcomes of workplace mental illness disclosure (e.g., being able to be one’s authentic self; 82.4%), even though they simultaneously expected disclosure to lead to advancement-related discrimination (e.g., lower chances of contract renewal; or getting a promotion; 68.4% and 57%, respectively). Six distinct subgroups of workers were identified based on expected workplace mental illness disclosure outcomes: two positive classes (50.1%), two negative classes (33.3%), and two classes who indicated not to know what the outcomes would be (16.7%). Significant differences between the classes were found on personal experience, work-related association with mental illness, gender, educational level, and workplace atmosphere. Conclusion The disclosure process is complex, as most workers were optimistic (i.e., expected generally positive outcomes) whilst simultaneously expecting workplace discrimination. Subgroup differences in expectations regarding workplace mental illness disclosure outcomes were found.

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“…The findings indicate the key role the supervisor plays for a positive disclosure experience, and thus also for well-being at work and sustainable employability of workers with MI. The crucial role the supervisor plays in whether workers decide to disclose their MI has been shown before, both in military and civilian samples [24,31]. A previous study in the Dutch military showed that the quality of the supervisoremployee relationship was significantly associated with the disclosure decision (manuscript submitted for publication).…”

Section: Discussionmentioning

confidence: 63%

“…The current study included the disclosure experiences, and thus the consequences of disclosure, while most models on disclosure decision making focus on the antecedents of disclosure [28,29]. A more complete model of disclosure, which does include consequences of disclosure in the workcontext, is the mental health condition disclosure decisionmaking process from antecedents to outcomes model [31]. The original data supporting this model is of qualitative nature.…”

Section: Discussionmentioning

confidence: 99%

“…They do not include consequences of disclosure, such as sustainable employability [28,29], or do not focus on disclosure in the workplace [30]. A more complete model of disclosure, which does include consequences of disclosure in the work-context, is the mental health condition decision-making process from antecedents to outcomes model [31]. This model proposes that the short-term outcomes of disclosure are alleviation of inhibition, social-support, and changes in social information.…”

Section: Introductionmentioning

confidence: 99%

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Workplace Mental Health Disclosure, Sustainable Employability and Well-Being at Work: A Cross-Sectional Study Among Military Personnel with Mental Illness

et al. 2022

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Purpose Disclosure of mental illness to a supervisor can have positive (e.g. supervisor support) and negative consequences (e.g. stigma). However, research on the association between disclosure and sustainable employability and well-being at work is scarce. The aim of this study was to investigate the association between the disclosure decision (yes/no), experiences with the decision (positive/negative) and sustainable employment and well-being at work among military personnel with mental illness (N = 323). Methods A cross-sectional questionnaire study was conducted. Descriptive and regression (linear and ordinal) analyses were performed. Comparisons were made between those with positive and negative disclosure experiences. Results Disclosure decision (yes/no) was not significantly associated with any of the measures of sustainable employability and well-being at work. However, positive disclosure experiences were significantly associated with higher scores on almost all measures of sustainable employability and well-being at work. Those with negative disclosure experiences reported significantly more shame (Mpos = 2.42, Mneg = 2.78, p < .05) and discrimination (Mpos = 1.70, Mneg = 2.84, p < .001). Those with a positive disclosure experience, reported significantly more supervisor support (Mpos = 3.20, Mneg = 1.94, p < .001). Conclusion We did not find evidence that the disclosure decision itself is related to measures of sustainable employment and well-being at work. In contrast, how participants had experienced their (non-)disclosure decision was significantly related to almost all measures. This emphasizes the importance of the work environments reactions to disclosure and mental illness in the workplace. Future research and interventions should focus on increasing the likelihood of positive disclosure experiences through creating a more inclusive work environment, with more supervisor support and less stigma.

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Disclosure dilemmas: how people with a mental health condition perceive and manage disclosure at work

Cited by 21 publications

References 58 publications

Negotiating the ambiguity of an (in)authentic working life: a grounded theory study into severe perineal trauma

Negotiating the ambiguity of an (in)authentic working life: a grounded theory study into severe perineal trauma

Expectations of Mental Illness Disclosure Outcomes in the Work Context: A Cross-Sectional Study Among Dutch Workers

Workplace Mental Health Disclosure, Sustainable Employability and Well-Being at Work: A Cross-Sectional Study Among Military Personnel with Mental Illness

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