Pathways across the work-life boundary: How parents with children with mental health challenges avoid stigmatization and reach flexibility

Background and purpose

Parents combining employment and caring for their children with mental health disorders have reported challenges in integrating work and family responsibilities (Rosenzweig, Brennan, & Ogilvie, 2002). Employed parents' difficulties are due to inadequate community supports for their children, coupled with workplace demands and policies (Brennan & Brannan, 2005). Parents often develop strategies to gain the flexibility at work they need in order to care for their child while still maintaining a high level of job performance (Rosenzweig et al., 2007). Work-life integration for employed parents with children with mental health disorders hinges on requests for flexibility and communication with managers and human resource (HR) personnel with information regarding child's mental health status.

Our paper reports on qualitative research that focused on the negotiations employed parents go through with supervisors and human resources (HR) personnel to obtain accommodations within the workplace.

Methods

Five focus groups of employed parents of children with mental health disorders (N = 28) and three focus groups of Human Resource (HR) professionals (N = 17) were conducted. The research questions were answered through the use of scripted questions, probes, and were audiotaped and transcribed for each of the group sessions. Transcripts were entered into NUD*IST to manage coding and analysis. A grounded theory approach guided the analysis (Charmaz, 2006). Three investigators working independently generated preliminary codes using both latent and manifest content analysis techniques. Investigators met to compare first level codes. Secondary/axial coding focused on establishing substantive themes and relationships among them (Strauss & Corbin, 1998). Trustworthiness and dependability of the data was maintained through member checks and an audit trail (field notes, analytic notes and interview transcriptions).

Results

Four different types of stigmatization were identified (direct, indirect, perceived, and internalized) in relation to employed parents and children with mental health disorders. Parents' decision-making strategies regarding disclosure or concealment of their child's condition, as well as HR professionals' receptiveness and management strategies related to employee disclosure are reported. A conceptual model was developed based on the latent and content analyses of themes that describes a set of pathways that both parents and HR professionals may navigate as they make decisions in an effort to seek (employed parents) or offer (HR professionals) both informal and formal family support. Also reported are the different communication styles that were identified.

Conclusions and implications

Results support current conceptual developments such as border and boundary theories (Ashforth, Kreiner, & Fugate, 2000; Clark, 2000) work-life integration (Lewis, Rapoport, & Gambles, 2002), ecological systems (Voydanoff, 2001) and the socio-ecological nature of disability (Pledger, 2003). We emphasize the importance of communication across the boundaries between employed parents and HR professions as a means of reducing stigma in the workplace and increasing flexibility and improving work-life fit for employed parents with children who have mental health disorders. This communication is discussed in relation to how it can be more effective with the support of service providers in the community who may already interact with employed parents through system of care services.