In What Ways Does Health Related Stigma Affect Sustainable Employment and Well-Being at Work? A Systematic Review

Beukering, I. E. van; Smits, Susanne; Janssens, Kim; Bogaers, Rebecca; Joosen, Margot C. W.; Bakker, Marjan; Weeghel, Jaap van; Brouwers, Evelien P. M.

doi:10.1007/s10926-021-09998-z

Cited by 34 publications

(40 citation statements)

References 113 publications

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“…People with disabilities who do not disclose may be deprived of accommodations that ensure job tenure [ 38 ]. Moreover, anticipated stigma and perceived discrimination were reported to discourage people with disabilities from pursuing employment or maintaining it [ 39 ]. It is also reasonable to imagine that stigma and discrimination may explain decisions of employment termination taken by the employer “based” on fictitious or misleading arguments.…”

Section: Discussionmentioning

confidence: 99%

Stigma, Discrimination and Disclosure of the Diagnosis of Multiple Sclerosis in the Workplace: A Systematic Review

Vitturi

Rahmani

Dini

et al. 2022

IJERPH

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The objective of the study was to describe and analyze the stigma, discrimination and the disclosure of the diagnosis of Multiple Sclerosis (MS) in the workplace. The protocol was registered in PROSPERO (CRD42022320437). We systematically searched four scientific databases with key search terms. We included any original peer-reviewed articles reporting the stigma or discrimination experienced at work due to MS or the disclosure of the diagnosis of MS in the workplace. No time limits were set for the search. An appraisal of the individual study quality was performed with the JBI critical appraisal checklist. Overall, 26 studies were deemed to fulfil all the eligibility criteria. The total number of participants in this review was 9571. The prevalence of people with MS who experience some degree of stigma in the workplace can be as high as 79.2%. Those who report greater feelings of discrimination are more likely to be unemployed. The prevalence of employers’ and co-workers’ awareness of the diagnosis varies from 31.7 to 90.2%. The main reason for non-disclosure is the fear of being discriminated against. The psychosocial work environment needs to be taken into consideration as part of public and individual policies to promote the health of patients with MS.

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Section: Discussionmentioning

confidence: 99%

Stigma, Discrimination and Disclosure of the Diagnosis of Multiple Sclerosis in the Workplace: A Systematic Review

Vitturi

Rahmani

Dini

et al. 2022

IJERPH

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“…Also other studies that were not particularly related to the workplace showed that disclosure can lead to acceptance and support [5], and, after completing the Coming Out Proud program, decreased self-stigma and diminished depression [6]. Nevertheless, disclosure can also be a barrier as it can lead to adverse employment outcomes due to stigma and discrimination, such as problems obtaining a job [1,[7][8][9][10], job loss [8,11], limited advancement opportunities [8,12], and harassment at work [13,14]. Also outside the workplace mental illness disclosure can lead to increased self-stigma, shame, harm and discrimination [5].…”

Section: Introductionmentioning

confidence: 99%

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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“…Employees in our study generally spoke positively about the attitude of supervisors. It is important that supervisors maintain this attitude because research showed that negative attitudes from the supervisor to employees has a negative influence on sustainable employability [28]. However, employees that we interviewed indicated that the attitude of their supervisor was not always good.…”

Section: Working Conditions and Working Relationsmentioning

confidence: 88%

“I noticed that when I have a good supervisor, it can make a Lot of difference.” A Qualitative Study on Guidance of Employees with a Work Disability to Improve Sustainable Employability

et al. 2022

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Purpose For employees with a work disability adequate daily guidance from supervisors is key for sustainable employability. Supervisors often lack expertise to guide this group of employees. Mentorwijs (literal translation: Mentorwise) is a training for supervisors to improve the guidance of employees with a work disability. The aim of this study was to investigate the experiences of employees with a work disability regarding: (1) the guidance from their supervisors (who followed the Mentorwijs training), (2) which differences they notice in the guidance due to the Mentorwijs training, and (3) what kind of aspects they consider important in their guidance to achieve sustainable employability. Methods A qualitative study was performed with semi-structured (group) interviews among twenty-one employees with a work disability. Thematic analysis was performed to analyze the data. Results Themes that followed from the interviews were: (1) work tasks and conditions can facilitate or hinder sustainable employability: (2) relationships among employees and with supervisors can affect sustainable employability; (3) a desire for new opportunities and challenges; and (4) a need for supervisor skills to facilitate sustainable employability, i.e. appreciation, availability of help, dealing with problems, listening, attitude and communication. According to employees, changes were mainly noticed in supervisor skills. Conclusions Employees with a work disability were very satisfied with the guidance of supervisors who followed the Mentorwijs training. To improve sustainable employability, training of supervisors should focus more on adequate work conditions, providing employees opportunities to learn new work tasks and improving supervisors’ skills regarding appreciation, attitude and communication.

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In What Ways Does Health Related Stigma Affect Sustainable Employment and Well-Being at Work? A Systematic Review

Cited by 34 publications

References 113 publications

Stigma, Discrimination and Disclosure of the Diagnosis of Multiple Sclerosis in the Workplace: A Systematic Review

Stigma, Discrimination and Disclosure of the Diagnosis of Multiple Sclerosis in the Workplace: A Systematic Review

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

“I noticed that when I have a good supervisor, it can make a Lot of difference.” A Qualitative Study on Guidance of Employees with a Work Disability to Improve Sustainable Employability

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