Hiding but hoping to be found
Workplace Disclosure Dilemmas of Individuals With Hidden Disabilities
Bibliographic Data
| ID | 6058951 |
|---|---|
| Authors | Madhur Kulkarni (0000-0003-1564-3650), Mukta Kulkarni (Indian Institute of Management Bangalore, corresponding author) |
| Year | 2022 |
| Volume | 41 |
| Issue | 3 |
| Pages | 491-507 |
| Publication date | 2022-04-20 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Equal Opportunities International (JOURNAL) |
| Journal identifiers | ISSN: 1758-7093 • E-ISSN: 2040-7149 |
| Publisher | Emerald (PUBLISHER) |
| DOI | 10.1108/edi-06-2020-0146 |
| OpenAlex | W3139454828 |
| Language | EN |
| Citations received | 10 |
| References cited | 44 |
Purpose The purpose of this paper is to describe workplace disclosure dilemmas of individuals with hidden mental health conditions who have privately accepted their mental health condition (anxiety and/or depression), but have chosen not to disclose it in their respective workplaces. Design/methodology/approach Interviews were conducted with 15 individuals who experience anxiety and/or depression. These individuals work across diverse organizations and sectors in India (e.g. architecture and health care). Data were analyzed using qualitative methods. Findings Interviewees grappled with three dilemmas: professionalism versus authenticity (i.e. bringing only a partial professional self or the whole self to work), withdrawal versus participation (i.e. withdrawal from workplace interactions to conceal their condition or participation such that people could know of it) and personal privacy versus general advocacy (i.e. guarding one's privacy or engaging in advocacy for individuals who experience mental health conditions). Overall, findings suggest that the disclosure dilemma can stem from both one's internalized sense of a devalued self and by perceived contextual cues. Research limitations/implications Findings imply that perceived contextual conditions that amplify threat of discovery and its anticipated consequences can lead to and reinforce the disclosure dilemma. As individuals internalize others' constructions of themselves, they self-police and do not interrogate assumed normality within their social contexts. Practical implications Employers can create inclusive environments. Present findings suggest some examples of inclusive practices such as the employment of dedicated resident counselors or counselors shared across organizations, training of stakeholders (including human resource personnel), allowing for selective disclosure (e.g. only to medical personnel) and cultivating informal support networks comprising similar others. Originality/value Such evidence-based research that can inform practices of inclusion for persons with a disability is especially important, considering that research on mental health conditions is conspicuous by its relative absence in mainstream management journals
Anxiety · Dilemma · Mental health · Political science · Psychiatry · Psychotherapist · Public relations · Disability Education and Employment · Employment and Welfare Studies · Psychology · Social Psychology · Workplace Health and Well-being
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| Unique citing works | 10 |
|---|---|
| Citations per year | 3,33 |
| Citation span | 2023 - 2026 (4) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 10 |