Make your workplace more inclusive for people with mental illness

The number of individuals with mental illness is increasing. However, we know little about their workplace experiences and their integration into the labour market.

What we do know sketches a pessimistic picture: individuals with mental illness are more likely to be unemployed, underemployed and also receive lower wages than individuals without mental illness. Further, they tend to struggle with getting work, keeping work and seem to get fewer career development opportunities.

To shed light on why this is the case, a new study has examined the social structures that influence the labour market participation of individuals with mental illness.

The research, published in the Journal of Management Studies, draws on 257 qualitative surveys completed by individuals across the world diagnosed with mental health conditions.

The findings reveal that these individuals internalise, legitimise and normalise their disadvantaged position, blaming themselves rather than questioning the social structures leading to the challenges they encounter. The study highlights that social structures condition the opinion these individuals have of themselves and how this affects how they navigate the labour market.

First, organisations should raise awareness about the prevalence and impact of mental illness at work. Acknowledging it, providing workplace accommodations, and making sure all employees are aware of the policies and practices in place is an important first step.

Second, the persistent stigma that surrounds mental illness call for educating both managers and co-workers to reduce negative beliefs and incite individuals to open up about their struggle and seek help.

Third, people are often not aware of the norms that guide our actions. Yet, these implicit norms can be difficult for individuals with mental illness. Therefore, organisations can aim to make their workplace more inclusive by providing more flexible work arrangements, changes in the way one’s job is designed or by giving people the choice over the way they prefer to communicate for example.

Fourth, organisational and social structures that impede the labour market participation of individuals with mental illness could be improved by including them in the way work is organised. Co-designing the workplace with charities, advocates and individuals with mental illness themselves could lead to the changes needed to include this group of workers.

This study targets employers, human resource managers, supervisors or employees who want to challenge the social norms and structures persisting in the workplace. It provides the knowledge on how those existing norms affect the talent and performance of people with mental illnesses and how getting rid of them could promote inclusion in the workplace.

The study reveals the social mechanisms that produce, sustain and reinforce the social order that disadvantages individuals with mental illness in the labour market, calling for a more inclusive workplace in which everyone can thrive.