Page 31 - OOHNA Spring-Summer 2017
P. 31
Helping employees with fibromyalgia manage their reputations through disclosure dances n ReseaRch
Managing reputations at work
notes negative stereotypes at lighted “strong will”, “positive atti-
work. these stereotypes can lead in our study, women with fibro- tudes,” and “not complaining”
to employees with chronic illness myalgia, along with some of their as personal characteristics that
being seen by supervisors and helped the women not give in
family members and workmates,
co-workers as outsiders, as ‘them’. strategically managed the wom- to fibromyalgia. However, push-
this loss of status can leave these en’s reputations to keep them from ing through sometimes meant that
employees vulnerable to discrim- falling down the slippery slope of women had nothing left for their
ination: being treated unfairly families. as one woman remarked:
stigma. to do this, they portrayed
because of their difference. the women as valuable employees if i have…something i need to
do, i’ll just do whatever i have
these days, many people have who had not given in to their ill- to do to get it done, no matter
temporary, contract, or part-time ness. these portrayals may have how much pain i’m experienc-
jobs. they have less access to pro- helped the women stay at work ing or how tired i am. But then
tective laws and union contracts by boosting their motivation and of course my family pays for that
confidence in meeting the chal-
than full-time workers in stable when i get home and there’s
jobs (lewchuk, Vrankulj, & laflèche, lenges their impairments posed. nothing left because i’ve been
2014.). Employees in such situations in our study, we found two types pushing myself all day at work.
often compete with each other of portrayals came up frequently.
one common portrayal was of Many participants emphasized
when threatened with job cuts. For perseverance and determination. how good the women were at
those with chronic illness, it’s hard to Women with fibromyalgia, along their jobs. Several women said
compete with healthier co-workers with some family members and they loved their jobs and that
who are perceived to be able to workmates, described the women their jobs brought them happi-
handle higher workloads after work- as not giving in to their illness. they ness, most often through fulfilling
place reorganization. therefore, talked about “pushing through” relationships at work. likely aware
being regarded as a productive and pain and fatigue to fulfill work and that employers value productivity,
reliable employee is important. family responsibilities. they high- participants described the women
Our decade included…
Supporting Employee Success
The Great-West Life Centre for Mental Health in the
Workplace engaged occupational health professionals
to create Supporting Employee Success, a tool to plan
accommodations for workplace mental health.
It and other tools and resources are available in
English and French to anyone, anywhere, at no cost.
Visit the Centre’s website at
www.workplacestrategiesformentalhealth.com.
Great-West Life Centre for Mental Health in the Workplace and design are
trademarks of The Great-West Life Assurance Company.
OOHNA JOURNAL n spRiNg/sUmmeR 2017 29
Managing reputations at work
notes negative stereotypes at lighted “strong will”, “positive atti-
work. these stereotypes can lead in our study, women with fibro- tudes,” and “not complaining”
to employees with chronic illness myalgia, along with some of their as personal characteristics that
being seen by supervisors and helped the women not give in
family members and workmates,
co-workers as outsiders, as ‘them’. strategically managed the wom- to fibromyalgia. However, push-
this loss of status can leave these en’s reputations to keep them from ing through sometimes meant that
employees vulnerable to discrim- falling down the slippery slope of women had nothing left for their
ination: being treated unfairly families. as one woman remarked:
stigma. to do this, they portrayed
because of their difference. the women as valuable employees if i have…something i need to
do, i’ll just do whatever i have
these days, many people have who had not given in to their ill- to do to get it done, no matter
temporary, contract, or part-time ness. these portrayals may have how much pain i’m experienc-
jobs. they have less access to pro- helped the women stay at work ing or how tired i am. But then
tective laws and union contracts by boosting their motivation and of course my family pays for that
confidence in meeting the chal-
than full-time workers in stable when i get home and there’s
jobs (lewchuk, Vrankulj, & laflèche, lenges their impairments posed. nothing left because i’ve been
2014.). Employees in such situations in our study, we found two types pushing myself all day at work.
often compete with each other of portrayals came up frequently.
one common portrayal was of Many participants emphasized
when threatened with job cuts. For perseverance and determination. how good the women were at
those with chronic illness, it’s hard to Women with fibromyalgia, along their jobs. Several women said
compete with healthier co-workers with some family members and they loved their jobs and that
who are perceived to be able to workmates, described the women their jobs brought them happi-
handle higher workloads after work- as not giving in to their illness. they ness, most often through fulfilling
place reorganization. therefore, talked about “pushing through” relationships at work. likely aware
being regarded as a productive and pain and fatigue to fulfill work and that employers value productivity,
reliable employee is important. family responsibilities. they high- participants described the women
Our decade included…
Supporting Employee Success
The Great-West Life Centre for Mental Health in the
Workplace engaged occupational health professionals
to create Supporting Employee Success, a tool to plan
accommodations for workplace mental health.
It and other tools and resources are available in
English and French to anyone, anywhere, at no cost.
Visit the Centre’s website at
www.workplacestrategiesformentalhealth.com.
Great-West Life Centre for Mental Health in the Workplace and design are
trademarks of The Great-West Life Assurance Company.
OOHNA JOURNAL n spRiNg/sUmmeR 2017 29
