This article examines the hidden nature of mental illness in the workplace and the resulting inequities. We examine inequities that may occur when mental illness is known to others and when it is concealed in the workplace. When mental illness is known to others, assumptions about capabilities, dangerousness, validity of mental illness, and the health consequences of work can drive a variety of employment inequities, including unfair or inaccurate hiring decisions, underemployment, inaccurate performance appraisals and judgments about potential, social shunning resulting in weak social networks, fewer resources to deal with discrimination, bullying, and difficulty in obtaining accommodations. When mental illness is concealed, misattributions about behavior and performance, self-stigma, and identity management dynamics can lead to similar inequities. Research in other fields has mainly examined inequities occurring when others know about the mental illness. Furthermore, this research conducted outside the management field does not usually address the more proximal causes and workplace dynamics behind inequities. The purpose of this article is to uncover the multiple routes to workplace inequities facing employees with mental illness and to spur management researchers to devote more research attention to these issues to promote the full inclusion of people with mental illness into the workforce.

本文探讨了工作场所精神疾病的隐藏性质以及由此产生的不平等现象。我们检查当他人知道精神疾病以及将其隐藏在工作场所时可能发生的不公平现象。当他人知道精神疾病时，关于精神疾病的能力、危险性、有效性以及工作对健康的影响的假设可能会导致各种就业不平等，包括不公平或不准确的招聘决定、就业不足、不准确的绩效评估和对潜在能力的判断，社交回避导致社交网络薄弱，处理歧视、欺凌和难以获得住宿的资源减少。当精神疾病被隐瞒时，对行为和表现的错误归因、自我污名、身份管理动态可能导致类似的不平等。其他领域的研究主要研究了当其他人知道精神疾病时发生的不公平现象。此外，在管理领域之外进行的这项研究通常不会解决不平等背后更近的原因和工作场所的动态。本文的目的是揭示精神疾病员工面临的工作场所不平等现象的多种途径，并促使管理研究人员对这些问题投入更多的研究关注，以促进精神疾病患者全面融入劳动力队伍。在管理领域之外进行的这项研究通常不会解决不平等背后的更近的原因和工作场所的动态。本文的目的是揭示精神疾病员工面临的工作场所不平等现象的多种途径，并促使管理研究人员对这些问题投入更多的研究关注，以促进精神疾病患者全面融入劳动力队伍。在管理领域之外进行的这项研究通常不会解决不平等背后的更近的原因和工作场所的动态。本文的目的是揭示精神疾病员工面临的工作场所不平等现象的多种途径，并促使管理研究人员对这些问题投入更多的研究关注，以促进精神疾病患者全面融入劳动力队伍。