118 5 CHAPTER 5 Conclusion To better facilitate (early-)disclosure of MHI to a supervisor, there is a need for several changes within the military. First, destigmatizing interventions and policies are needed to create a culture change where personnel do not feel shame for having MHI, and do not have to fear that stigma and discrimination negatively affect their careers and wellbeing at work. Second, offered early interventions should align with the preference for self-management. Third, our results strongly suggest a need to train supervisors to recognize, and effectively communicate with, personnel with MHI and to improve employee-supervisor relationships. Together this could facilitate (early-)disclosure which may optimize opportunities for the provision of workplace support and accommodations, which in turn can increase the chance of recovery and sustainable employment.
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