My goal is that more and more peers are able to obtain jobs where we can then hire other peers to come on board at our companies.
You have to be aware of something that happens in the workplace even to the best workers among us.
This scenario makes disclosure on the job tricky for me to recommend in most work environments.
Employers will hire people with disabilities for temporary or transitional employment. This covers their ass and makes them look good.
As to whether those employers will hire mental health peers for full-time positions with paid health insurance and other benefits that remains to be seen.
I had attended a small business hiring practices event. It was suggested that for mental health peers seeking employment “the door slams in their faces.”
Sometimes it’s still an Old Boys’ (or Girls’) Network. Which is why I make the case for those of us who are peers to hire other peers. Getting in the door is what’s important.
As someone who is set to publish a career guide titled You Are Not Your Diagnosis I’m interested in hearing from peers ourselves what you perceive as the reason why the door is slammed.
I would like to add new information to my career guide that can be like the key that helps peers open the doors.
I’m simply interested in hearing from peers what their experiences have been in this regard.
My experience has been that employers love to interview people with disabilities for promotions. This shows they made a good-faith effort at being receptive.
In reality the position might go to another person.
In one interview for a supervisor job I was asked this very question (I kid you not): What single event in your life has made you who you are today?”
OK–I flubbed everything I said in the interview and didn’t get the position. It wasn’t a great interview so I understand not being chosen.
Years later I interviewed for another promotion. I was totally on and totally confident and thought I was the most qualified. Most of all because I had years of supervisor experience and that’s what the job called for.
They gave the job to someone else because they already knew they were going to choose this person. They went through the charade of interviewing other people they weren’t going to offer the job.
Folks: this happens all the time. It’s a dirty little secret.
Knowing this I think you can see that you have to be judicious in deciding whether or not to disclose your diagnosis on the job.
In the next blog entry I’m going to talk about something central to mental health peers’ success on the job: having autonomy versus having a job with narrowly defined duties and a rigid power hierarchy.