Career Chat // Workplace stigma // Friday, 12 Aug. 10am AEST

[Former-Member]

Possibly a better option @Sensucht. If people are genuinely interested in hearing your story they will inquire. What you disclose is a matter of trust. I think don't give away freely. It can backfire. I guess if people see you conducting yourself professionally, they will have more respect. This in turn gives you more power to bring awareness. Maybe? 😊

[Renstar]

Indeed disclosure is entirely personal, you're right @Former-Member ... disclosure is not ever compulsory 

... interesting that @Sehnsucht's prospective employer appeared to force a disclosure!

And disclosure to the right people is the only way to handle discussing your mental health issues, human resources are trained to know about mental health and the law surrounding disclosure and discrimination.

any breech can result in litigation so they're the people to tell.

unfortunately my friend told colleagues and was stigmatised... Nothing was ever openly done to discriminate against her but there were 'suggestions' that she may not be capable.

it's the assumptions, gossip and undermining that end up hurting ...

How does human rights law respond?

They say worplaces need to make adjustments to avoid discrimination (but does this stamp out stigma???)

What are reasonable adjustments?

In the vast majority of cases, small changes in the workplace will enable a worker with mental illness to do their job.

An adjustment will be a ‘reasonable adjustment’ unless it would cause an employer an ‘unjustifiable hardship’ to make the adjustment. In considering what an unjustifiable hardship is, it is necessary to take into account:

the benefit or detriment to the employee
any benefit or detriment to others affected by the adjustment
the effect of the mental illness
the cost of the adjustment and the employer’s financial position, and
the availability of financial or other assistance to the employer in making the adjustment.
Further information: Chapter 3 – Managing Mental Illness in the Workplace for examples of the common adjustments you can consider for workers with mental illness.

Harassment in relation to a worker’s mental illness is also unlawful. ‘Harassment’ is defined as an action taken in relation to a person’s disability that is reasonably likely to humiliate, offend, intimidate or distress the person.[21] Harassment may include physical or verbal threats, demeaning comments and actions aimed at humiliating someone. The behaviour does not have to be repeated or ongoing to be harassment.

Victimisation occurs where a person subjects or threatens to subject someone to unfavourable treatment for asserting any rights, either for themselves or someone else, under the DDA.[22]

Whilst HR are governed by law, what about colleagues perceptions ... How do you deal with stigma from others?

Any ideas?

[Sehnsucht]

@Renstar,

That specific incident occured 10yrs ago, and the employer was American, and I was in teens. Too hard basket.

In respect to recent policy whereby after a specified number of absences from any one shift (regardless of reason), you'd lose it. I brought discrimination act with me to meeting. They backpedalled and said they have since said there are circumstances under which they wouldn't enforce it. I told them this means nothing without admitting wrong and specifiying the wrong, and what will now change.
I pointed out to them it was never in wrtiting. I asked they put it in writing. Not sure what's happening about that.
Our Workplace Agreement speicifies that any changes to shift must occur with two-way consultation, and an opportunity for the employee to say how changes will impact them, and for this impact to be considered. I brought the relevant pages highlighted to meeting too, but all the backpedalling made it hard to bring it out and demonstrate the wrong doing.

Hence thinking about asking if they want help in creating inclusivity statement, as something to help guide them through any future decisions, and a policy emoloyees can refer to if such things occur again?

[Former-Member]

I was thinking about the same thing @Renstar. Stigma from other employees can be so subtle & damaging to the person with an MI. It's forces people out,causing more isolation. It kind of upsets me that society is either uneducated in areas, Luke to make assumptions on their perceived idea's or just matter of fact uncaring. Definitely you would expect more from a HR department. I guess in a workplace too, there is competitive elements, agendas etc...it's such a fine line!

[Former-Member]

Aha good one @Sensucht. Sounds like a positive pro-active step. 👍. You can't move forward without a little genius! It may pose challenge. But from what I'm hearing, your equipped & up for this. 😊

[Sehnsucht]

We had a very unwell colleague last year. Nowhere in the system would help (another colleague even took said unwell colleague to emergency as their delusions were bad and impacting life) but we all know how hard it is to end up inpatient. The colleagues delusions involved other colleagues so in the end the person got ridiculed and faded away. So scary, for me, to see that.

[Sehnsucht]

Unfortunately,I didn't know any of this was going on until the ill colleague had left.

If this were to happen again,what is it that employers and colleagues can do, positively,to support and provide help?

[Renstar]

@Sehnsucht It sounds as though the company you work with don't handle mental health issues very well ...

 The fact that this person was openly stigmatised amongst workers and that you now fear for your own situation is really terrible and must be creating an unstable work life for you ... If this practice continues there are things you can do as the law protects you.

but  fact that they support inclusivity statements says something positive about them ... Are they on board or do you have to get them on board?

I'm trying to find info about inclusivity statements ...

[Sehnsucht]

To answer an earlier question, @Renstar, yes, workplaces, and employers in particular, actively avoiding discrimination (preferably standing against discrimination), does help lower stigma. If an employer gave me concessions based upon my illness, concessions that allowed for equity, then my word, I would feel safe and included. Would there be backlash from colleagues? Yes. Would this make me feel excluded? Yes. I'd expect my employer to be the one to stand up and point out the transgressions. It would be us and them. But it is us and them anyway, so it is only seeming more that way because of it being brought to everyone's attention. So that ignorance from that point,if maintained, becomes wilfull. But hopefully, much ignorance gets turned with education.

Not sure I am making much sense today, apologies!

[Sehnsucht]

@Renstar, i'm not sure if they'd be on board with an Inclusivity Statement, it is something I hope to pose as an idea and help build. Being the fitness industry,it is relevant and beneficial in terms of getting customers in and feeling welcomed too.