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![]() ![]() In addition, unemployment has been associated with societal issues, like poverty and increased cost for society. Unemployment is known to have a negative impact on health, such as depression and psychological distress. It is important that people with mental illness participate in the labour market, as they could also benefit from the positive effects of employment, such as social contact, routine, and structuring time. This contrast illustrates the tension between the preference for disclosure and possible negative employment outcomes. Another recent study showed that 64% of Dutch line managers were reluctant to hire people with mental illness. For example, two recent studies on workplace mental illness disclosure showed that 73% of Dutch workers with mental illness disclosed to their managers, and 75% of Dutch workers without mental illness indicated they would disclose to their managers. While most people may have a preference for disclosure, it may make them vulnerable to stigma and discrimination. However, non-disclosure can also be a barrier to sustainable employment because of job loss due to not receiving necessary work accommodations. For example, people who were more reluctant to disclose mental illness during a job interview were more likely to be reemployment than people who were less reluctant to disclose mental illness. It can avoid stigma and discrimination, and enable workers to maintain a positive status quo at work. Just like disclosure, non-disclosure can also be both a facilitator and a barrier for finding and maintaining work. ![]() ![]() Also outside the workplace mental illness disclosure can lead to increased self-stigma, shame, harm and discrimination. 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, job loss, limited advancement opportunities, and harassment at work. Also other studies that were not particularly related to the workplace showed that disclosure can lead to acceptance and support, and, after completing the Coming Out Proud program, decreased self-stigma and diminished depression. In general, disclosure can increase well-being. It can lead to work adjustments and social support. Disclosure can be a facilitator and a barrier for finding and maintaining work. The decision whether or not to disclose mental illness at work can have important positive and negative consequences for sustainable employment and well-being. ![]() Subgroup differences in expectations regarding workplace mental illness disclosure outcomes were found. Conclusion The disclosure process is complex, as most workers were optimistic (i.e., expected generally positive outcomes) whilst simultaneously expecting workplace discrimination. Significant differences between the classes were found on personal experience, work-related association with mental illness, gender, educational level, and workplace atmosphere. 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%). 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). A three-step approach LCA was chosen to investigate whether the classes differed in characteristics. Latent Class Analysis (LCA) was used to identify classes of workers based on expected workplace mental illness outcomes. Methods In this cross-sectional survey study, a sample of 1224 Dutch workers was used. 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. Purpose The decision whether to disclose mental illness at work can have important positive and negative consequences for sustainable employment and well-being. ![]()
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