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Workplace
Original research
Line managers’ hiring intentions regarding people with mental health problems: a cross-sectional study on workplace stigma
  1. Kim M E Janssens1,
  2. Jaap van Weeghel1,
  3. Carolyn Dewa2,
  4. Claire Henderson3,
  5. Jolanda J. P. Mathijssen1,
  6. Margot C W Joosen1,
  7. Evelien P M Brouwers1
  1. 1Tranzo, Scientific Center for Care and Wellbeing, Tilburg School of Social and Behavioral Sciences, Tilburg University, Tilburg, The Netherlands
  2. 2Department of Psychiatry and Behavioral Sciences, University of California at Davis, Davis, California, USA
  3. 3Health Services and Population Research Department, King’s College London Institute of Psychiatry, Psychology and Neuroscience, London, UK
  1. Correspondence to Kim M E Janssens, Tranzo, Tilburg University Tilburg School of Social and Behavioral Sciences, Postbus 90153, 5000 LE Tilburg, The Netherlands; k.m.e.janssens{at}tilburguniversity.edu

Abstract

Objectives Stigma may negatively affect line managers’ intention to hire people with mental health problems (MHP). This study aims to evaluate line managers’ knowledge and attitudes concerning job applicants with MHP, and to assess which factors are associated with the intention (not) to hire an applicant with MHP.

Methods A sample of Dutch line managers (N=670) filled out a questionnaire on their knowledge, attitudes and experiences concerning applicants/employees with MHP. Descriptive analyses and multiple regression analyses were used.

Results The majority (64%) was reluctant to hire a job applicant with MHP, despite the fact that only 7% had negative and 52% had positive personal experiences with such employees. Thirty per cent were reluctant to hire an applicant if they knew the applicant had past MHP. Associated with higher reluctance to hire an applicant with MHP were the concerns that it will lead to long-term sickness absence (β (95% CI)=0.39 (0.23 to 0.55)), that the employee cannot handle the work (β (95% CI)=0.16 (0.00 to 0.33)) that one cannot count on the employee (β (95% CI)=0.41 (0.23 to 0.58)) and higher manager education level (β (95% CI)=0.25 (0.05 to 0.44)). Conversely, associated with positive hiring intentions was being in favour of diversity and/or inclusive enterprise (β(95% CI)=−0.64 (−0.87 to −0.41)).

Conclusions As the majority of managers were reluctant to hire applicants with MHP, and even 30% were reluctant to hire applicants who had past MHP, these findings have major implications for social inclusion in the Netherlands, where about 75% of employees would disclose MHP at work.

  • mental health
  • cross sectional studies
  • psychiatry

https://doi.org/10.1136/oemed-2020-106955

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    Footnotes

    • Contributors EPMB, MCWJ, JvW and KJ designed the study. EPMB was project leader. EPMB and JvW acquired funding for the study. JM assisted in the statistical analyses of the study. KJ wrote the (revised) manuscript and EPMB, MCWJ, JW, CD, CH and JM provided feedback on the (revised) manuscript. All authors named adhere to the authorship guidelines of the trials and agreed to publication. All authors read and approved the final manuscript and revised manuscript and no professional writer has been involved.

    • Funding This study was funded by the Tilburg University Alumni Fund.

    • Disclaimer The funder had no role in the design of the study, in the collection, analysis, or interpretation of data, or in the writing of the manuscript.

    • Competing interests None declared.

    • Patient consent for publication Not required.

    • Ethics approval The Ethic Review Board of Tilburg University approved the study design, protocol, and data management plan (registration number: RP193).

    • Provenance and peer review Not commissioned; externally peer reviewed.

    • Data availability statement Data are available on reasonable request. The data sets used and analysed during the study are available from the corresponding author on reasonable request.