To disclose or not disclose a workplace disability to coworkers: attributions and invisible health conditions in the workplace

Abstract

Purpose

The decision to disclose an illness is a difficult choice for many individuals. Despite national laws such Americans with Disabilities Act that protect workers with disabilities from discrimination in the workplace, the stigmas around certain illnesses, fears of being judged by others using different standards, and concerns about a lack of support regardless of legal requirements are all reasons why someone may hesitate to disclose a health condition in the workplace.

Design/methodology/approach

Using experimentally manipulated vignettes and a combination of theories on attribution and incivility, this study explores the dangers of not disclosing a disability/condition that can lead to behaviors that will engender judgments by coworkers.

Findings

The results of the study make clear that there are social benefits to disclosing a health condition rather than concealing. The findings clearly demonstrate that attributing an individual's negative behavior to their disposition will lead to more judgments of responsibility, and less sympathy and more anger compared to behaviors that can be explained by any health reason. Furthermore, more punishment, feelings of revenge and social distancing await individuals whose negative behavior cannot be explained by health issues.

Originality/value

This study combines issues of health, attributions, incivility in an experimental studies that illuminates issues surround disclosing a workplace disability that go beyond the typical focus of legal questions.

Citation

Patton, E. (2022), "To disclose or not disclose a workplace disability to coworkers: attributions and invisible health conditions in the workplace", Equality, Diversity and Inclusion, Vol. 41 No. 8, pp. 1154-1180. https://doi.org/10.1108/EDI-09-2021-0228