Disclosure of Serious Mental Illness in the Workplace

披露工作场所的严重精神疾病 摘要 当患有严重精神疾病(SMI，定义为精神分裂症或双相情感障碍)的人 受雇于竞争激烈的工作(定义为至少支付最低工资且不留出 残疾人)，他们面临着是否披露其在工作中的精神疾病的决定。 需要披露以获得合理的便利(如灵活的工作时间，或休假 根据美国残疾人法案(ADA)，医疗预约)，但决定披露是有风险的。 有时，披露是一种赋权行为，会带来必要的工作安排，以及更大的 得到主管和同事的支持。话又说回来，披露可能会导致歧视、骚扰 与世隔绝，负面的成见，甚至失业。 尽管这一决定很重要，但很少有证据表明有严重的精神疾病 工作场所。我们不知道是什么促使工人披露，是什么决定了结果 披露，或者披露在现实世界的就业环境中是如何发挥作用的。拟议的项目旨在 通过收集关于以下过程的定量和定性数据，解决我们知识中的这一关键差距 披露工作中的SMI。 我们计划对1000名精神疾病发作后曾从事竞争性工作的SMI患者进行调查。 我们将利用一项正在进行的大型国民健康调查(The PulseTM)。我们会跟进一项电话调查，以搜集有关 决定在工作中披露(或不披露)SMI的决定的因素，以及该决定的影响 关于就业结果和服务参与度。然后我们将对一位精选的 我们研究人群的子集，以获得关于个人披露经验的详细定性证据 导致积极或消极结果的，目的是通报披露的最佳做法 决定。 该项目的主要成果之一将是一套关于工作场所SMI披露的手册，用于 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，以帮助 消费者和他们的提供商在优化他们关于工作场所SMI披露的个人决策方面的作用。 因此，该项目具有巨大的潜力，使消费者能够管理 增加有效工作安排和就业成功的可能性的方法

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