Disclosure of Serious Mental Illness in the Workplace

在工作场所披露严重精神疾病 摘要 当一个患有严重精神疾病（SMI，定义为精神分裂症谱系或双相情感障碍）的人， 被雇用到一个有竞争力的工作（定义为一个支付至少最低工资，而不是预留给 残疾人），他们面临着是否在工作中披露其精神疾病的决定。 披露是为了获得合理的便利（如灵活的时间表，或休假， 根据美国残疾人法案（ADA），医疗预约），但披露的决定是有风险的。 有时，披露是一种授权行为，可以带来必要的工作便利， 来自主管和同事的支持。再说一次，披露信息可能会导致歧视，骚扰， 孤立，负面的刻板印象，甚至失业。 尽管这一决定很重要，但很少有证据表明， 职场我们不知道是什么促使工人披露，是什么决定了结果， 披露，或披露如何在现实世界的就业环境中发挥作用。拟议的项目旨在 通过收集有关这一过程的定量和定性数据， 在工作中暴露SMI。 我们计划调查1，000名患有精神病的重度精神病患者，他们在患上精神病后曾从事有竞争力的工作。 我们将通过一项正在进行的大型全国健康调查（ PULSETM）。我们会跟进一项电话调查，搜集有关 决定在工作中披露（或不披露）SMI的因素，以及该决定的影响 就业成果和服务参与。然后我们将进行深入采访， 我们的研究人群的子集，以获得详细的定性证据的个人经验的披露 导致积极或消极结果的信息，目的是为披露的最佳做法提供信息 决策 该项目的主要产出之一将是一套关于工作场所披露SMI的手册， 消费者和行为健康提供者。这些手册将根据我们的结果提供证据， 消费者及其供应商在优化其有关工作场所披露SMI的个人决定。 因此，该项目具有巨大的潜力，使消费者能够管理披露过程， 增加有效工作便利和就业成功可能性的方法

Disclosure of Serious Mental Illness in the Workplace Abstract When a person with serious mental illness (SMI, defined as schizophrenia spectrum or bipolar disorder) is hired into a competitive job (defined as one that pays at least the minimum wage and is not set aside for persons with disabilities), they face a decision regarding whether or not to disclose their mental illness at work. Disclosure is required to obtain reasonable accommodations (such as flexible schedules, or time off for medical appointments) under the Americans with Disabilities Act (ADA), but the decision to disclose is risky. Sometimes, disclosure is an empowering act that results in necessary job accommodations, as well as greater support from supervisors and coworkers. Then again, disclosure can lead to discrimination, harassment, isolation, negative stereotyping, and even job loss. Despite the importance of the decision, there is very little evidence on disclosure of serious mental illness in the workplace. We do not know what motivates a worker to disclose, what determines the outcomes of disclosure, or how disclosure plays out in real-world employment settings. The proposed project is designed to address this critical gap in our knowledge, by gathering both quantitative and qualitative data on the process of disclosing SMI at work. We plan to survey 1,000 persons with SMI who have worked in a competitive job after onset of mental illness. We will screen for our target population by piggybacking on a large on-going national health survey (the PULSETM). We will follow up with a telephone survey designed to capture relevant quantitative data on the factors that determine the decision to disclose (or not to disclose) SMI at work, and the impact of that decision on employment outcomes and service engagement. We will then conduct in-depth interviews with a select subset of our study population, to obtain detailed qualitative evidence on individual experiences of disclosure that have led to positive or negative outcomes, with the goal of informing best practices for disclosure decisions. One of the primary outputs of the project will be a set of manuals on workplace disclosure of SMI, for consumers and behavioral health providers. The manuals will provide evidence, based on our results, to assist consumers and their providers in optimizing their individual decisions regarding workplace disclosure of SMI. As such, the project has tremendous potential to empower consumers to manage the disclosure process in ways that increase the likelihood of effective job accommodations and employment success