Sickness absence as an interactive process: Gendered experiences of young, highly educated women with mental health problems

As interações entre os atores no retorno ao trabalho após afastamento por transtorno mental: uma metaetnografia

“…These experiences emerge as: weakness, for not being able to manage their workload 18,19,20 ; mistrust in themselves, as they do not endure the demands of the job well 18,21 ; discredit, as they do not deal well with their own expectations of being a successful employee 18,21 ; sensitivity as to the reactions of others regarding their return to work 21,22 ; oppression for feeling forced to satisfy the expectations of others 13,20,21 ; and finally the impression they are being judged by the others for their work capability 20,23 . These elements may cause even more concerns and distress about the process of return to work 20 , feeling of shame and guilt 21 , need for isolation 20 , creating or reinforcing the negative image of a worker with mental disorders 21,24 , and discredit as to the possibility of being wellreceived and looked after at the workplace 18 . Based on these findings, the experience related to the return to work performance is characterized as an obstacle hard to overcome in the process of return, as this seems to depict an ethos, i.e., a way of being that is dominant in the attitude, values and feelings of individuals in a community.…”

“…The studies that were reviewed provide some coping strategies regarding work performance: (a) to provide positive feedback as to the current capability and competence of the worker to perform the tasks, highlighting his/her strengths and skills 18,25 ; (b) to offer help in reviewing personal performance expectations 20 ; (c) to work on self-acceptance of the current condition, in order to make the necessary adjustments to support the efforts to reconnect with co-workers 22 ; (d) to implement affirmative actions in the workplace, such as talking about the mental disorders he/ she had 22 ; (e) to learn how to deal with emotions and feelings related to work demands 13 ; (f ) to discuss the performance of professional activities among the stakeholders involved in the return to work of employees with mental disorders 22 ; and (g) to reflect and attribute new meaning to the different senses developed, considering the work ethics 21 .…”

“…The second relates to being wary about the competence of the employee, either by feeling the employee is personally weak and unable to manage the work without relapses, and by not sensing a strong will of the worker about return to work 20,27,30 . The result of all of that leads to skepticism as to the diagnosis of mental disorders 22,23 , to the prejudice of considering the worker weak, incompetent, and untrustworthy, and disbelief in the possibility of a successful return to work process 20,21 .…”

“…The management may play a negative role when, in their return to work process-related actions, they do not include elements such as warm welcome and understanding 18,25,30 , when their actions are permeated by prejudice and labeling of the worker who was on sick leave due to mental disorders 18,20,21 , when there is spurious questioning about the authenticity of the disease and integrity of the worker, generating an atmosphere of distrust 13,24,30 , when the management uses mechanisms, in particular the engagement of insurance companies, to force the early return of the worker, by sending frequent letters and making phone calls, by asking them to present the company medical reports more often, and finally when they abusively dispute the sick-leave period recommended by the physicians who provide care for the sick worker 23,24 . These aspects may lead the worker to lose faith in the management, bringing animosity and resentment into the return to work process 24 , in addition to a feeling of helplessness and neglect 21 , elements that may hamper the return to work.…”

“…These aspects may lead the worker to lose faith in the management, bringing animosity and resentment into the return to work process 24 , in addition to a feeling of helplessness and neglect 21 , elements that may hamper the return to work.…”