Why common job demands are challenging for individuals with mental illness? The interaction of personal vulnerability factors and ableist norms
This research offers an analysis of the perceived job demands and challenges experienced by individuals with mental illnesses, with data collected from 257 qualitative surveys worldwide. It employs the Job Demands-Resources (JD-R) model, which illustrates the interplay between job demands, job resources, and employee well-being, to structure and interpret the findings. The findings of this study highlight the difficulties encountered by individuals with mental illnesses in conforming to workplace norms, particularly under conditions characterized by fast pace and high workloads. The challenges stem from the interaction between prevailing ableist norms and the characteristics unique to this population, such as sensitivity to stress, variable performance due to fluctuating symptoms, and difficulties in regulating emotions and maintaining appropriate social behaviour.
This research offers an analysis of the perceived job demands and challenges experienced by individuals with mental illnesses, with data collected from 257 qualitative surveys worldwide. It employs the Job Demands-Resources (JD-R) model, which illustrates the interplay between job demands, job resources, and employee well-being, to structure and interpret the findings.
The JD-R model, although useful in this context, is not the only theoretical lens applicable to this area of study. Future research could also consider concepts such as job crafting, and the use of longitudinal research methodologies like diary studies to gain insights into how individuals manage their job demands and resources over time.
Struggles and needs of individuals with mental illnesses
The findings of this study highlight the difficulties encountered by individuals with mental illnesses in conforming to workplace norms, particularly under conditions characterized by fast pace and high workloads. The challenges stem from the interaction between prevailing ableist norms and the characteristics unique to this population, such as sensitivity to stress, variable performance due to fluctuating symptoms, and difficulties in regulating emotions and maintaining appropriate social behaviour.
The survey respondents have indicated a need for practical changes that would assist them in navigating the workplace. These include the establishment of more understanding and open communication about mental illness in the workplace, better informed HR personnel regarding the longitudinal nature of many mental health conditions, and training for managers on providing adequate support to employees with mental illness.
Further, the respondents highlighted the importance of fostering an inclusive climate within organizations, given the difficulties in conforming to social and organizational norms.
Respondents highlighted the importance of fostering an inclusive climate within organizations.
A strategy recommended to foster this inclusivity is the increased contact between individuals with and without mental health conditions, based on the principles of contact theory.
In terms of practical applications, respondents noted the need for flexible work arrangements, workload reduction, job content adaptations, changes to the work environment, and provision of mental health services.
Contribution of the study to the topic and possible research trail
This study contributes to understanding the impact of ableist norms, especially the ideal worker norm, on the appraisal of job demands and job resources by individuals with mental illnesses. Moreover, the research highlights how personal vulnerability factors interact with these norms, leading to the perception of certain common job demands as particularly challenging for this population. The study also expands the understanding of the JD-R model by shedding light on personal vulnerability factors and their role in job demand and resource appraisal. The findings suggest that factors deemed as ‘challenges’ for individuals without mental illness might be viewed as ‘hindrances’ by those with mental illness.
Factors deemed as ‘challenges’ for individuals without mental illness might be viewed as ‘hindrances’ by those with mental illness.
This research, however, has certain limitations. The sample consisted of individuals with diverse mental health conditions and an overrepresentation of women, potentially limiting the generalizability of the findings. Future research should consider investigating differences and similarities across various mental illnesses, as well as the impact of comorbidity on workplace experiences.
Last but not the least, the global shift in work practices and organization due to the COVID-19 pandemic, with new job demands and resources emerging, is a potential area for future research comparison with the pre-pandemic findings of this study.
Methodology
The sample consists of individuals with diagnosed mental illness(es) in various countries in the world. The respondents were recruited through associations and social media groups related to mental illness. The sample can thus be considered a convenience sample and we acknowledge a selection bias, making generalizations problematic. We provided no incentive for participation. Women were overrepresented as they made up 92% of the sample. With a range of 16–64 years, the average age of the respondents was 34.8 years. Respondents were Job demands and mental illness based in different parts of the world. 42% was British, 29% North American/Canadian, 13% European, 11% Australian, 3% African and 2% Asian. They worked in various sectors, such as healthcare, retail, hospitality, education and customer service and occupied different functions. We coded the mental disorders in line with the DSM-5-RT classification. As 91% reported being diagnosed with more than one mental illness, the percentages do not equal 100%. This information can be found in Table 1. Instruments and approach The study took place in January 2019. We used qualitative surveys consisting of open-ended questions inviting respondents to share their lived experiences of mental illness while being in employment to elicit detailed accounts (Jansen, 2010). The survey was available for one month and data collected was ceased when no additional responses were recorded. The qualitative survey consisted of 24 questions and was posted on Qualtrics. A total of 257 surveys were completed.
Applications and beneficiaries
This study contributes to understanding the impact of ableist norms, especially the ideal worker norm, on the appraisal of job demands and job resources by individuals with mental illnesses. Moreover, the research highlights how personal vulnerability factors interact with these norms, leading to the perception of certain common job demands as particularly challenging for this population. The study also expands the understanding of the JD-R model by shedding light on personal vulnerability factors and their role in job demand and resource appraisal. The findings suggest that factors deemed as ‘challenges’ for individuals without mental illness might be viewed as ‘hindrances’ by those with mental illness. This research, however, has certain limitations. The sample consisted of individuals with diverse mental health conditions and an overrepresentation of women, potentially limiting the generalizability of the findings. Future research should consider investigating differences and similarities across various mental illnesses, as well as the impact of comorbidity on workplace experiences.
Reference to the research
Hennekam, S. and Descubes, I. (2024), “Why common job demands are challenging for individuals with mental illness: the interaction of personal vulnerability factors and ableist norms”, Equality, Diversity and Inclusion, Vol. 43 No. 1, pp. 72-92.
