Dalgin Rebecca Spirito, Gilbride Dennis
Syracuse University, 259 Huntington Hall, Syracuse, NY 13244-2340, USA.
Psychiatr Rehabil J. 2003 Winter;26(3):306-10. doi: 10.2975/26.2003.306.310.
The Americans with Disabilities Act (ADA) of 1990 protects people with disabilities from employment discrimination. Under the ADA, employers must accommodate the known disabilities of a qualified employee or applicant. For persons with psychiatric disabilities, which are often invisible, the individual is required to make a conscious decision regarding disclosing their disability to an employer. The decision to disclose is very complex because the person needs to consider the possibility of confronting stigma and negative stereotypes. A qualitative study including a focus group and individual interviews was conducted to gather data from people with psychiatric disabilities/labels regarding employment disclosure. Major findings include the significant impact of disability identity (does the participant think they have a disability), and the importance of appropriate job matching as a disclosure strategy.
1990年的《美国残疾人法案》（ADA）保护残疾人免受就业歧视。根据该法案，雇主必须为合格员工或求职者已知的残疾提供便利。对于通常不为人所见的精神疾病患者，个人需要有意识地决定是否向雇主披露自己的残疾情况。披露的决定非常复杂，因为个人需要考虑面临耻辱和负面刻板印象的可能性。一项包括焦点小组和个人访谈的定性研究，旨在收集患有精神疾病/有相关标签的人关于就业披露的数据。主要研究结果包括残疾身份的重大影响（参与者是否认为自己有残疾），以及适当的工作匹配作为一种披露策略的重要性。
