Employer and Co-worker Perspectives on Hiring and Working with People with Mental Health Conditions

Abstract

The purpose of this study was to understand perspectives towards hiring and working with people with mental health conditions (PMHC). Semi-structured interviews with 25 employers and 20 co-workers were carried out. Thematic analysis was used to analyse the data. The barriers to hiring and working with PMHC identified through the interviews were concerns about safety, incompetence, PMHC not being able to get along with others, requiring more training and supervision as well as medical costs and reputational risks to the hiring organisation. Employers and co-workers suggested that improving mental health literacy of staff, pairing the PMHC with trained work buddies, having access to mental professionals when needed, and providing incentives for hiring PMHC such as tax rebates are likely to improve attitudes towards hiring and working with PMHC. Their suggestions for the additional supports required should be considered when developing initiatives to promote inclusivity of PMHC in workplaces.

Exploring employees’ coping with disability management practices at a South African university

“…Lack of intervention can increase the risk of negative work outcomes (Van Hees et al 2022 :173–174). Although stigma about mental health conditions as invisible disability is perpetuated in the workplace (Shahwan et al 2022 ), visible disabilities do not escape stigma as stated by participants and the literature (Shengli et al 2022 ; Waterfield et al 2018 ).…”

“…Thus, the participants worked extra hard to earn a rightful place in the work environment to prevent being viewed as less capable, less productive and a ‘nonoptimal academic’ (Waterfield et al 2018 ). The participants were stigmatised because of their supposed inability to compete with able-bodied colleagues (Darcy et al 2016 ; Shahwan et al 2022 ; Shengli et al 2022 ; Thornicroft et al 2022 ; Waterfield et al 2018 ). In fending for other employees with disabilities, social cohesion became apparent.…”

“…The Lancet Commission (Thornicroft et al 2022(Thornicroft et al :1443(Thornicroft et al -1445 states that employees with mental health conditions commonly experience restrictions, such as reduced job opportunities or discrimination at work. Shahwan andassociates (2022:1252) mention how stigma about mental health conditions is perpetuated in the workplace. The Lancet Commission calls for an end to all forms of stigma and discrimination (Thornicroft et al 2022(Thornicroft et al :1438.…”

“…Ignorance, specifically about mental health impairment or conditions, impedes employee accommodations (Holness 2016 :510–511, 514; Nxumalo 2019 :358; Smith et al 2022 :4–5). Prior to attaining work accommodation, the disability must be declared, which may create negative consequences, in particular for employees with mental health conditions (Shahwan et al 2022 :1253). The Lancet Commission (Thornicroft et al 2022 :1443–1445) states that employees with mental health conditions commonly experience restrictions, such as reduced job opportunities or discrimination at work.…”

How to measure mental illness stigma at work: development and validation of the workplace mental illness stigma scale

“…Employees with depression and bipolar disorder were perceived to be low in warmth and competence, whereas workers with anxiety disorder were perceived as low in competence ( 30 ). Concerns about safety, incompetence and social compatibility with other co-workers were similarly identified as barriers to hiring and working with people with a mental health condition in a more recent interview-based study with employers and co-workers ( 31 ). These findings, too, dovetail well with qualitative research in the manifestations of stigma in the labor force.…”