Anticipating the outcomes: how young adults with developmental disabilities and co-occurring mental health conditions make decisions about disclosure of their mental health conditions at work

Abstract

Purpose

Little is known about how young adults (YA) with developmental disabilities (DD) and co-occurring mental health conditions navigate workplace disclosure of their mental health condition(s). We sought to understand the guidance professionals provide regarding disclosure and the decisions YA makes about disclosure of mental health conditions.

Methods

We conducted focus groups with professionals who support YA with DD to attain and maintain employment (n = 17) and individual interviews with YA with DD and co-occurring mental health conditions (n = 12; DD diagnoses: autism, n = 9, other DD, n = 3). We conducted content analysis to identify why, when, what, and to whom YA disclose their mental health condition and guidance provided regarding disclosure.

Results

YA and professionals described disclosure decisions as largely influenced by perceived needs (i.e., need for accommodations) and anticipated positive (e.g., support) and negative (e.g., stigma, not being hired) outcomes. They largely constrained disclosure to work-relevant content. Many YA disclosed to coworkers with whom they were comfortable, though both YA and professionals agreed that initial disclosure should be limited to supervisors and/or human resources.

Conclusions

Workplaces may support disclosure—a necessity for the provision of accommodations—by cultivating an inclusive environment and openly demonstrating familiarity and comfort with employees with disabilities.

IMPLICATIONS FOR REHABILITATION

• Professionals who support young adults with developmental disabilities and co-occurring mental health conditions should be well-versed in current laws and regulations on disclosure and reasonable workplace accommodations.

• Workplace culture is one major factor impacting how disclosure is handled, including whether the disclosure is required at all.

• Individuals with disabilities and professionals should recognize that timing, content, and decisions to disclose may vary by individuals’ needs and workplace supports, and that change may occur over time.

Keywords:

• Autism
• intellectual disability
• developmental disability
• mental health
• employment
• disclosure

Acknowledgements

Thank you to Isabelle Everett for assistance transcribing and coding the interviews.

Disclosure statement

The authors have no conflicts of interest to report.

Data availability statement

Please contact the first author for information about data availability.

Additional information

Funding

The research reported herein was performed pursuant to a grant from Policy Research, Inc. as part of the U.S. Social Security Administration’s (SSA’s) Analyzing Relationships Between Disability, Rehabilitation and Work. The opinions and conclusions expressed are solely those of the author(s) and do not represent the opinions or policy of Policy Research, Inc., SSA, or any other agency of the Federal Government. This research was conducted while the first author was a postdoctoral fellow supported by funding from the National Institute on Disability, Independent Living, and Rehabilitation Research (NIDILRR, ARRTP grant #90AREM0001). NIDILRR is a Center within the Administration for Community Living (ACL), Department of Health and Human Services (HHS). The contents of this manuscript do not necessarily represent the policy of NIDILRR, ACL, or HHS, and you should not assume endorsement by the Federal Government.