The issue of depression & associated stigma in the workplace is a difficult one to address but it is one that has to be addressed if the rights of those who declare a mental health difficulty are to be safeguarded. Many people are unaware of what is meant by the term stigma. There was a time when I considered the term “stigma” to be similar to “stereotype” but I have found that they are very different & that “stigma”, although fuelled by stereotype, is by far the greater evil.
To believe unfairly that all people or things with a particular characteristic are the same is to create a stereotype. Many people, including those who consider themselves to be well educated & experienced in life are guilty of relying on the stereotypes surrounding mental health. They wonder if someone with a history of depression could be a dangerous or unpredictable in the workplace. They question whether or not and employee can be competent due to mental health difficulties. They might wonder if an employee has or can recover from a mental illness. Of course, they only have these thoughts if an employee has made it known to them that they have or did have a mental health issue. Employers tend to keep these stereotypical notions to themselves –in the dark recesses of their minds.
Stigma is definitely more damaging. The word itself is defined as “a mark of disgrace or infamy; a stain or reproach, as on one’s reputation.” It can be traced back to ancient Greece, where it was used to signify the identifying marks imprinted on slaves to designate ownership. To apply stigma to an employee who discloses that they have suffered from depression is to mark them as being distinctly different from their colleagues. It is a most damaging & soul destroying experience for any employee. For any employee who has or who has had a battle with depression, it is a frightening prospect and there is little doubt that it serves to compound the stigma. It becomes a self-fulfilling prophecy. There is a reticence among people to inform their employer about anything relating to mental illness and statistics would suggest that this reticence is justified.
In December 2017, Paul Gilligan, CEO of St. Patricks Hospital Mental Health Services published research conducted by St Patrick’s Mental Health Service. Despite the fact that 28% of respondents had previously been treated for a mental health difficulty themselves & that 44% of respondents reported having a family member who had been previously treated for a mental health difficulty, the findings clearly indicated a major problem. Some might say there is a need for greater awareness & education. I would disagree because I believe that the results of this & other surveys do not reflect a need for more education on the topic of mental illness but rather a need to simply recognise the experiences of those who have been labelled in a manner not dissimilar to the slaves in ancient Greece. It would seem that mental illness is possibly the last remaining taboo in Irish society and it would follow that this transfers into the workplace. If employees are obliged to disclose their medical history, it would seem that those who have had experience of mental illness are left to ponder the implications of disclosure.
The results of the survey referred to above, carried out by St. Patricks Mental Health Services is no surprise to those who have been labelled or fear being labelled. The isolation & loneliness associated with mental illness was reflected in the fact that 25% of the respondents reported that they would tell no one if they were experiencing suicidal thoughts, 38% would not tell their partner if they were taking anti-depressants; and 36% would not tell their partner if their child was being treated for depression. It is also very possible of course that these statistics are an indication that those who previously spoke of their experiences with mental illness were labelled for doing so and would be understandably reluctant to experience that humiliation again.
In relation to the employment setting, 31% reported that they would not feel comfortable explaining to their boss that they need time off due to a mental health difficulty, 29% did not think someone who experiences panic attacks could be head of a company and 73% believe society views those who receive in-patient care for mental health difficulties differently. Imagine if there was evidence of similar attitudes in relation to cancer, diabetes, obesity, heart disease. What if employees who disclosed any of these illnesses were clearly labelled & pointed out? It would, of course be deemed incorrect & unacceptable on every level. Why is it acceptable in relation to mental illness? I am working on some research on the implications (positive & negative) of disclosing details of a mental illness to an employer. I am interested in hearing from employees who feel they have been treated differently in the workplace or singled out in the workplace, as a direct result of disclosing an incidence of or a history of a mental illness.
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