Mentally ill individuals struggle to navigate the labour market

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. In order to shed light on why this is the case, we examined the social structures that influence the labour market participation of individuals with mental illness.

A qualitative and international study

In our research, published in the Journal of Management Studies, we draw on 257 qualitative surveys completed by individuals with diagnosed mental health conditions in Europe, North America, Oceania, Africa, and Asia. The findings reveal that the interplay of capital endowments, symbolic violence, habitus and illusio shape the labour market participation of individuals with mental illness. Capital endowments of individuals with mental illness are afforded less value in the labour market and these individuals internalize, legitimize and normalize their disadvantaged position, blaming themselves rather than questioning the social structures leading to the challenges they encounter. We highlight that social structures condition the opinion these individuals have of themselves and how this affects how they navigate the labour market.

So, what can organizations do about it?

First, organizations 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 surrounding 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, organizations 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, organizational 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 organized. 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.

Challenging social structures: a shared responsibility

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. Our study calls for a more inclusive workplace in which everyone can thrive.

Photo: midjourney