HIV Status Disclosure in the Workplace: Positive and Stigmatizing Experiences of Health Care Workers Living with HIV

Stutterheim, Sarah E.; Brands, Ronald; Baas, Ineke; Lechner, Lilian; Kok, Gerjo; Bos, Arjan E. R.

doi:10.1016/j.jana.2017.06.014

Cited by 36 publications

(35 citation statements)

References 33 publications

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“…For instance, several very recent studies have described that people with concealable physical illness, e.g. with HIV [27], diabetes [28], or a history of cancer [29] also struggle with the stigma related dilemma of whether to disclose or conceal their health problems in the work environment. Theoretical models on mental health stigma in the workplace may therefore also be helpful to improve work participation of people with other stigmatized conditions.…”

Section: Discussionmentioning

confidence: 99%

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: Discussionmentioning

confidence: 99%

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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“…Stigmatization can take place in one's immediate surroundings, such as within the family (Riggs et al, 2015), at work (Budge et al, 2010;Schilt, 2006;Stutterheim et al, 2017;Vennix, 2010), in a health care center, in public, and in personal contact with official authorities (Keuzenkamp, 2012). Doubts about another person's gender can induce feelings of discomfort due to a general preference for recognizable gender-normative behavior (Keuzenkamp & Kuyper, 2013;Vennix, 2013).…”

Section: Introductionmentioning

confidence: 99%

Experiences with stigmatization among transgender individuals after transition: A qualitative study in the Netherlands

Verbeek

Hommes

Stutterheim

et al. 2020

International Journal of Transgender Health

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Background: Transgender individuals belong to one of the most stigmatized groups in society. Although the social stigma of transgender individuals has been examined many times, post transition stigma experiences among transgender individuals have received limited research attention. The aim of this study was to examine experiences with stigmatization among Dutch transgender individuals after their transition. Method: Ten trans women (age: M ¼ 58.50, SD ¼ 9.49) and 10 trans men (age: M ¼ 42.90, SD ¼ 13.62) participated in face-to-face semistructured interviews. Grounded theory was used to conceptualize and analyze the data. We examined the positive and negative reactions that transgender individuals experienced in the period after their transition. Furthermore, we explored differences between experiences of trans men and trans women. Finally, we examined differences between cisgender men and women regarding their reactions toward transgender individuals. Results: Participants reported improved psychological well-being since transition. However, they still experienced different forms of stigmatization. Trans women appeared to experience stronger social stigma than trans men. Trans women also experienced lower social status after their transition. They mainly experienced negative responses from cisgender men. Participants emphasized the importance of social and peer support. Conclusion: The current study findings demonstrate the presence of stigmatization after transition and argue for psychological aftercare. Social and peer support appeared to be important for coping with stigmatization, and improving the social network of transgender individuals is beneficial. Health providers and researchers are recommended to promote the development of constructive coping skills for transgender individuals with interventions especially targeting trans women.

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“…Interventions that support employment and sustain workforce participation are priority areas for HIV research [9,10]. A strong body of evidence literature suggests the need for interventions that assist people living with HIV to make informed decisions related to disclosure or nondisclosure in the workplace [11][12][13][14][15]. However, little is known about what supports are currently available to assist individuals in making workplace disclosure decisions.…”

Section: Introductionmentioning

confidence: 99%

“…Other people living with HIV may be considering workplace disclosure because they want to reduce the stress they feel in keeping a secret from their colleagues [24]. Still others may be motivated to disclose to reduce HIV-related stigma and promote social justice for people living with HIV [14,15].…”

Section: Introductionmentioning

confidence: 99%

“…Selective disclosure to a particular supervisor or co-worker can also raise concerns about thirdparty disclosure that may result in stigmatization [24]. In addition, some people living with HIV may be reluctant to disclose having previously observed or experienced negative reactions to disclosure [15]. Others may not disclose because they don't believe it is relevant to their employment [15] and is not required even when in cases in which accommodations are requested.…”

Section: Introductionmentioning

confidence: 99%

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Supporting choices about HIV disclosure in the workplace: A cross-Canada survey of strategies

Restall

Simms

Etcheverry

et al. 2019

WOR

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BACKGROUND: People living with human immunodeficiency virus (HIV) often make highly personal decisions about whether or not to disclose their HIV status in the workplace. OBJECTIVE: We aimed to determine current practices that support people living with HIV to make workplace disclosure decisions and to understand factors that affect disclosure decision-making. METHODS: Ninety-four people who provide health, social and peer-based services responded to an on-line survey about their experiences supporting workplace disclosure decisions of employees living with HIV. RESULTS: Respondents identified a range of strategies to support workplace disclosure decision-making. One-third of respondents were only a little or not confident in their abilities to support people in making disclosure decisions and 32% expressed little or no confidence in the resources available. Respondents working at HIV-specific organizations, as compared to respondents not working at those organizations, were more confident supporting people with disclosure decisions and in available resources, p < .05. Perceived barriers to disclosure decisions included stigma, lack of knowledge, and personal factors. Supports for decision-making resided within personal, workplace and societal contexts. CONCLUSIONS: The study provides important understanding about the complexity of disclosure decision-making and strategies that people living with HIV can use to address this complex issue.

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HIV Status Disclosure in the Workplace: Positive and Stigmatizing Experiences of Health Care Workers Living with HIV

Cited by 36 publications

References 33 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

Experiences with stigmatization among transgender individuals after transition: A qualitative study in the Netherlands

Supporting choices about HIV disclosure in the workplace: A cross-Canada survey of strategies

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