Safe Disclosure
- Darlene Edgar
Henneborn. L. (2021). Make it safer for employees to disclose their disabilities. Harvard Business Review. Make It Safe for Employees to Disclose Their Disabilities
The article "Make it Safer for Employees to Disclose Their Disabilities" by Liz Henneborn (2021) discusses the importance of creating a supportive workplace culture where employees feel safe to disclose their disabilities. Here's a summary of the key points:
Current Workplace Culture: Despite efforts to hire people with disabilities, only 20% of employees with disabilities surveyed feel that their workplace culture is committed to helping them thrive. Additionally, a significant portion (76%) of employees with disabilities do not fully disclose their disabilities at work. This reluctance to disclose extends to senior executives as well, with 80% of them not reporting their disabilities.
Impact of Disability Disclosure on Engagement: The article highlights that employees who do disclose their disabilities are 30% more engaged than those who do not. However, many employees with disabilities need to feel safe to disclose, and several factors can influence their decision to do so.
Factors Influencing Disability Disclosure:
Role Models: Leadership-level role models who have disclosed their disabilities can positively impact employees' career aspirations and openness about their disabilities.
Enterprise-wide Training on Inclusive Practices: Providing training on inclusive practices can make employees 35% more likely to disclose their disabilities.
Space for Creativity: Employees who feel they can bring their whole selves to work and have the freedom to innovate are more likely to have higher career aspirations and disclose their disabilities.
Formal Mental Wellness Policies and Programs: Implementing formal mental wellness policies and programs can increase employees' confidence and likelihood of disclosing their disabilities.
Supportive Employee Resource Groups: Employee resource groups centered around various aspects of diversity, such as ethnicity, religion, gender, LGBTQ status, and parenting, can foster open dialogue, networking, and support. Participation in these groups can lead to higher career aspirations, confidence levels, and disclosure rates among employees with disabilities.
Overall, the article emphasizes the importance of creating a supportive and inclusive workplace environment where employees feel comfortable disclosing their disabilities. By implementing strategies such as role modeling, training, fostering creativity, and supporting employee resource groups, organizations can create a culture where all employees, including those with disabilities, can thrive.
Byrne, L., Roennfeldt, H., Davidson, L., Miller, R., & Bellamy, C. (2021). To disclose or not to disclose? Peer workers impact on a culture of safe disclosure for mental health professionals with lived experience. Psychological Services. To disclose or not to disclose? Peer workers impact on a culture of safe disclosure for mental health professionals with lived experience.
The study titled "To Disclose or Not to Disclose? Peer Workers' Impact on a Culture of Safe Disclosure for Mental Health Professionals with Lived Experience" explores the factors influencing the disclosure of lived experience by mental health professionals and the impact of peer workers on fostering a culture of disclosure. Here are the key findings and themes discussed in the study:
History and Controversy of Disclosure:
Disclosure of lived experience by mental health professionals is often controversial, influenced by historical concepts such as the "blank slate" idea in psychoanalysis and mental health stigma.
Fear of discrimination and potential negative consequences, including loss of livelihood, serve as significant barriers to disclosure.
Challenges to Disclosure:
Gatekeeping functions of mental health professions, ethics codes, and state regulations create barriers to disclosure, as professionals may fear repercussions or mandated reporting requirements.
The concept of the "wounded healer" highlights the tension between therapists' own experiences and their role as healers, often leading to undisclosed lived experiences.
Organizational Support and Policies:
Organizations play a crucial role in promoting a culture of disclosure by developing policies, educating staff and supervisors, and creating supportive environments through employee wellness programs.
However, the study finds that not all organizations uniformly value or promote lived experience disclosure, with some struggling to integrate peer workers into multidisciplinary teams effectively.
Role of Peer Workers:
Peer workers can serve as change agents in promoting disclosure and challenging stigma within mental health organizations.
Peer-led training and initiatives that challenge "us vs. them" thinking contribute to more effective therapeutic interactions and foster trust between professionals and clients.
Workplace Culture and Preparedness:
A whole-of-workplace approach is essential in reducing stigma and promoting the value of lived experience.
Leadership commitment, human resource policies, recruitment practices, and role descriptions should reflect support for lived experience disclosure and integration of peer workers.
Future Directions:
Future research should focus on intersectional analyses of lived and learned identities, including experiences of oppression, in influencing the culture of disclosure.
Broader international and organizational comparisons would provide a more comprehensive understanding of the factors impacting disclosure practices in mental health settings.
Overall, the study emphasizes the importance of organizational support, peer-led initiatives, and challenging stigma in fostering a culture of safe disclosure for mental health professionals with lived experience. Addressing these factors can lead to more inclusive and supportive environments for both professionals and clients.