Surely you can trust almost all of them... but it only takes one.

I think Trudy nailed it, sj.

I just learned that anxiety/depression count as disabilities for employers who need to have 9% of their workforce be people with disabilities to comply with hiring rules.

As someone with depression, I'm not sure how I feel about this...sometimes it can be disabling, but not always. What accommodations does an employer put in place for it? I don't feel like it's equivalent to being blind or deaf or having a mobility mismatch. OTOH I know depressed people can be off-putting, use a lot of leave, etc.

Anyway, I was surprised.

Especially since treatment for depression isn't covered under many employer health plans.

Anxiety/depression can be a disabling condition, but plenty of people have it in various incarnations and are not disabled by it. Employers can accommodate by adjusting schedules, providing equipment (e.g. special lights for SAD), intermittent leave options, etc. t

Volans, I marked myself as disabled for my new job, more for migraines than my depression. But it was definitely weird, taking that step.

Yeah I definitely feel like marking either of those things would just be a tick box because an employer wouldn’t do jack to make things easier or better? Then again, working from home for so long I’m pretty privileged—even the months where I have multiple migraines a week, I can usually take a pill and nap for a bit and get back to work, which would be harder with real clothes and a commute and a boss looking at me.

My depression has usually been moderate enough that I can go to work and fake it 'til I make it. The only time it really affected my job was when I had my nervous breakdown in 2017.

I was in the process of requesting accommodation for my CIDP when everything shut down in March. Since I was mostly asking to be allowed to telecommute 80% of the time, there seemed to be no need to pursue as long as everyone was being asked/allowed to telecommute 100% of the time. And with retirement coming up in 10 days, the whole thing is moot. Last week, I told HR that I wasn't going to pursue further.

He is getting exposed to a lot of radicalization attempts so we constantly have to fight against him parroting MAGA or white supremacist BS that he doesn't recognize as such.

I worry about this so much with D. He mostly follows YouTube channels that review video games, which seems like it should be harmless enough except that genre of channel is almost entirely white American men with too much time on their hands and nobody to challenge their opinions. And the content of the ads is targeted to match (even ad blockers don't filter out the embedded ones), and YIKES.

As someone with both depression and a physical disability, I have more thoughts on this than I know what to do with. I feel employees should most definitely have to make accommodations for people who need to miss work for mental illness. At the same time, I can often pretend I’m not depressed, but I can never pretend I’m not physically disabled.

As someone with depression, I'm not sure how I feel about this...sometimes it can be disabling, but not always. What accommodations does an employer put in place for it?

Especially since treatment for depression isn't covered under many employer health plans.

At minimum, you'd think a requirement to consider depression a disability would be paired with a requirement to cover basic accommodations like...providing mental health care coverage. (I was trying to think of a physical equivalent, but I'm sure there are also employers out there who are, say, legally required to provide accommodations for blind employees - screen readers or allowing service dogs in the office - but don't offer a basic vision plan for employees who just need glasses.)

Jessica, somewhat akin to my desire to not see any company allowed to March in the pride parade unless they not only have non discrimination regs on their books but also fund trans healthcare?