Needing to Think More Broadly About Employee Stigmas
Needing to Think More Broadly About Employee Stigmas

mcpeckmentoring@gmail.com

While stigma related to the various substances associated with substance use disorders is real and does impact on the employee’s willingness to seek treatment, the issue of stigma is associated with so many more issues.

A cursory examination of the workplace stigma related research reveals research related to stigmas associated with:

· Substance-use disorders

· Mental illnesses and disorders

· Sexual identity preferences

· Bullying

· Being a temporary worker

· Immigration status

· Abortion

· Physical health issues such as HIV/AIDs, pregnancy, chronic illnesses, epilepsy, cancer, weight/obesity, Marfan Syndrome, Irritable Bowel Syndrome and hepatitis

· Intellectual disability

· Stress

· Burnout

· And the stigma that surprised me the most — stigma associated with the use of flexible benefits, the flexibility stigma

The research literature also reveals two types of stigma:

1. Self-focused stigma

2. Stigmatization by others

What Is Stigma?

Simply defined, stigma is a mental or physical mark that is characteristic of a defect or disease. It is considered to be a mark of disgrace, stain or reproach such as on one’s reputation.

Given this definition and the multiple areas that can result in a stigma being attached, it makes sense that employers, HR and the worksite wellness community begin thinking of stigma more broadly rather than simply being associated with just substance-abuse disorders and mental illnesses and disorders.

Why should employers care about employee stigmatization? One reason is that researchers have clearly established that employees fail to seek early treatment for substance abuse disorders and mental illnesses and disorders due to the fear of being stigmatized. Stigmatization is also likely to impact employee perceptions related to their psychological safety. Feeling psychologically safe is linked to workplace communication, problem solving and feelings of workplace belonging.

Employees who self-stigmatize are probably not operating or performing at their optimal best. And this is important since in today’s value-add economy, employers need the whole, authentic person to show up at work. Employees who need to devote energy to maintaining a false sense of self waste that energy and could also easily become subject to the Imposter Syndrome.

The broadening of the issue of employee stigmas does raise a couple of questions for me though. Are there universal elements to stigmas that apply to all the topics listed above? Are there issue/topic specific elements to stigmas that will require additional attention beyond the universal elements? How does self-focused stigmatization differ from being stigmatized by others, or does it?

No answers from me yet, just the questions.

What do you think?

©2020. William McPeck. All Rights Reserved.
['William Mcpeck']
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