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This study seeks to address the question on the role of information-seeking behavior in dealing with uncertainty on workplace health disclosure from the perspectives of internal communication.

An online survey was conducted with 409 full-time employees in large-sized companies in the United States.

The results showed that employees engage in proactive and passive information-seeking strategies when they are uncertain about their supervisors' reactions toward their health problems. Positive EOR and organizational climate would increase their intention to adopt inquiry strategy, whereas negative EOR and the climate would increase their intention to adopt monitoring strategy. Employees who adopt inquiry strategy tend to perceive the benefits of health disclosure, whereas those who adopt monitoring strategy tend to perceive the risks of health disclosure. If employees perceived increased benefits in terms of health disclosure, then they tend to disclose their health problems to their supervisors, and vice versa.

This study is among first to investigate workplace health disclosure decision-making from the perspectives of internal communication. These findings highlight the importance of excellent internal communications in employees' health disclosure decision-making process and support the proposition that proactive information-seeking is a strategy that contributes to uncertainty management in the workplace. This study also provides significant practical guidelines for corporate communication practitioners and leaders by establishing a safe and friendly environment where employees feel comfortable to disclose their health problems to supervisors.

The current study aimed to (1) explore the prevalence and processes associated with microaggression, along with (2) the consequences of such instances on the queer employees’ life.

For this purpose, semi-structured in-depth interviews were conducted on 29 LGBTQIA + persons (21–42 years). The qualitative data were analysed through the thematic analysis method (a hybrid of theoretical and inductive thematic analysis). Nadal and colleagues’ (2010) taxonomy on sexual orientation and transgender microaggression was used as a theoretical lens for detecting the acts of microaggression.

The result revealed eight themes: i.e. (1) overt discrimination (bullying and sexual harassment); (2) workplace discrimination; (3) environmental microaggressions; (4) interpersonal microaggressions; (5) mental health effects; (6) disclosure dilemma; (7) consequences on job-related functioning; and (8) policy changes. Microaggression was more common as compared to overt forms of aggression such as bullying. The study detected a serious lag in the implementation of queer-friendly policies in Indian organizations. Experiences of overt discrimination and microaggressions hinder the work performance and the psychological well-being of queer employees.

LGBTQIA + microaggression is not explored in the Indian workplace context.

The purpose of this paper is to explore occupational health (OH) clinicians’ perspectives on employee mental health in the mental health workplace in the English National Health Service.

Thematic analysis of data from seven semi-structured interviews is performed in this paper.

Three themes emerged under the core theme of “Situating OH services”: “the Uniqueness of the mental health service setting”, “the Limitations of OH services” and “the Meaning of mental health at work”. An important finding came from the first theme that management referrals in mental health may be due to disputes about workers’ fitness to face violence and aggression, a common feature of their working environment.

This was a small scale study of a previously unresearched population.

These findings should be used to refine and standardise OH provision for mental healthcare workers, with a particular focus on exposure to violence and workers’ potential “lived experience” of mental illness as features of the mental health care workplace.

This is the first study to explore OH clinicians’ perspectives on the mental health service working environment.

The purpose of this paper is to describe workplace disclosure dilemmas of individuals with hidden mental health conditions who have privately accepted their mental health condition (anxiety and/or depression), but have chosen not to disclose it in their respective workplaces.

Interviews were conducted with 15 individuals who experience anxiety and/or depression. These individuals work across diverse organizations and sectors in India (e.g. architecture and health care). Data were analyzed using qualitative methods.

Interviewees grappled with three dilemmas: professionalism versus authenticity (i.e. bringing only a partial professional self or the whole self to work), withdrawal versus participation (i.e. withdrawal from workplace interactions to conceal their condition or participation such that people could know of it) and personal privacy versus general advocacy (i.e. guarding one's privacy or engaging in advocacy for individuals who experience mental health conditions). Overall, findings suggest that the disclosure dilemma can stem from both one's internalized sense of a devalued self and by perceived contextual cues.

Findings imply that perceived contextual conditions that amplify threat of discovery and its anticipated consequences can lead to and reinforce the disclosure dilemma. As individuals internalize others' constructions of themselves, they self-police and do not interrogate assumed normality within their social contexts.

Employers can create inclusive environments. Present findings suggest some examples of inclusive practices such as the employment of dedicated resident counselors or counselors shared across organizations, training of stakeholders (including human resource personnel), allowing for selective disclosure (e.g. only to medical personnel) and cultivating informal support networks comprising similar others.

Such evidence-based research that can inform practices of inclusion for persons with a disability is especially important, considering that research on mental health conditions is conspicuous by its relative absence in mainstream management journals.

The purpose of this paper is to describe the patterns of self-disclosure of long-term conditions at work by health professionals in a large regional health service. Recent research by the authors has reported on the self-reported long-term conditions of nursing, medical and allied health staff within a large regional hospital and health service in North Queensland, Australia. Data regarding self-disclosure of health information were gathered during those two previous studies, but has yet to be reported. This current study thus offers the opportunity to explore and describe patterns of self-disclosure by a multi-disciplinary cohort of health professionals within that regional health service.

This current study was a component of two larger studies, reported elsewhere, which explored long-term conditions among health professional staff at a large regional health service in North Queensland, Australia. A cross-sectional survey design was used.

Decision-making associated with self-disclosure of long-term conditions by health professional staff in the workplace is multifactorial, and affected by considerations of age, gender, workplace circumstances and nature of the health condition. It also differs according to professional grouping. The medical profession were less likely than nurses and allied health workers to disclose to their work colleagues. Respondents with a mental health condition were more cautious and selective in their disclosures, and alone in being more likely to disclose to their supervisor than to colleagues; they were also most likely to value the sympathy and understanding of their colleagues and managers.

This study was conducted across only one large regional health service; a fuller picture of patterns of self-disclosure of long-term conditions by health professional staff would be gained by expanding the number of sites to include metropolitan hospitals, smaller rural or remote health services and non-hospital settings.

Healthcare organizations need to develop support strategies and communication processes so that staff with one or more long-term condition, particularly those that have associated stigma, are empowered to disclose information to line managers and colleagues without fear of discrimination, ostracism, incivility or bullying.

There is a paucity of evidence about self-disclosure of long-term conditions by health professionals and this study therefore makes an important contribution to the extant literature. The findings raise important questions about the culture and dynamics of health care organizations in respect to the patterns of self-disclosure of health professional staff.

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.

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.

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.

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.

Long-term health conditions are a significant occupational and global burden and can undermine people's ability to work. Workplace support for self-management of long-term conditions has the potential to minimise adverse work effects, by enhancing health and work outcomes. No data exist about employers' views concerning supporting workers with long-term conditions to self-manage.

The exploration of employers' views involved recruiting 15 participants with responsibilities for workplace health, well-being and safety responsibilities, who participated in a semi-structured interview about self-management and support. Data were analysed using a qualitative six-stage thematic analysis technique.

Self-management support is not purposely provided to workers with long-term conditions. Support in any form rests on workers disclosing a condition and on their relationship with their line-manager. While employers have considerable control over people's ability to self-manage, they consider that workers are responsible for self-management at work. Stigma, work demands and line-manager behaviours are potential obstacles to workers' self-management and support.

Workplace discussions about self-managing long-term conditions at work should be encouraged and opened up, to improve health and work outcomes and aligned with return-to-work and rehabilitation approaches. A wider biopsychosocial culture could help ensure workplaces are regarded as settings in which long-term conditions can be self-managed.

This study highlights that employer self-management support is not provided to workers with long-term conditions in a purposeful way. Workplace support depends on an employer knowing what needs to be supported which, in turn, depends on aspects of disclosure, stigma, work demands and line management.

In this manuscript, the authors argue that those suffering from depressive symptoms are prone to experiencing bouts of unproductivity. The authors argue further that such conditions promote instances of self-disclosure regarding related symptoms in the interest of procuring workplace support, i.e. the effect of depressive symptomology on workplace support is mediated by both unproductivity and self-disclosure, in turn.

Two different online investigations were implemented to assess the accuracy of this prediction. Moreover, two different samples of organizational employees from numerous organizations were procured, such that one sample contained diagnosed individuals, whereas the other contained undiagnosed individuals (total N = 756). In general, the main analyses consisted of confirmatory factor analysis and path analysis.

Substantial statistical support was obtained for the authors' four-variable path model. Specifically, across two different investigations, a model was found in which those with depressive symptoms were unproductive, which prompted self-disclosure and thus subsequent manifestations of workplace support. Moreover, this was generally true for both diagnosed and undiagnosed individuals. Correlation coefficients and model fit indices are reported in the manuscript.

This work contributes substantially to the understanding of how depressive symptomology, self-disclosure and workplace support are interrelated within organizations. In addition, having examined these relationships using a sample of undiagnosed individuals, new insights were gained regarding a subset of the population that remains vastly understudied.

The formal reporting of disability to an employing organization is inconsistent and likely an underestimate of the true numbers of workers with disabilities and the presence of various types of disabilities. This issue interferes with an organization's count of such workers, as well as efforts to set priorities and develop practices to support workers with disabilities. The authors argue that creating inclusive work environments not only improves worker well-being (as suggested in past research) but also improves their reactions to the process of formal reporting of disability in the workplace.

A sample of 160 working adults in the United States who reported disabilities or health conditions that may qualify as disabilities under the Americans with Disabilities Act (1990, as amended in 2008) completed a survey that measured perceptions of the workplace environment and reactions to a frequently used disability disclosure form.

When controlling for age of respondents, anticipated disability stigma and inclusion in the workplace predicted different reactions to a disability disclosure request. Anticipated stigma was associated with more negative emotion, concerns about privacy and others' reactions to their responses on the disclosure form. Inclusion in the workplace was associated with higher ratings for appropriateness of the measure, positive emotion and less negative emotion.

Although research has identified associations between workplace inclusion and general worker experiences, such as job satisfaction and intentions to quit, this work uncovers a benefit of inclusion to required measurement processes in organizations. The unique contributions of inclusion and implications for workplace practices are discussed.