Entre o silêncio que revela e a revelação que silencia: a gestão da identidade profissional de trabalhadores com deficiências invisíveis em uma universidade pública

Abstract

The thesis explores the theme of managing the professional identity of public university employees with invisible disabilities, investigating the dynamics of disclosure and concealment of these conditions in the workplace. The study highlights how social, institutional, and individual factors interact in this process, emphasizing the impacts of ableism and normative pressures for high productivity, resulting in challenges related to stigma and organizational barriers. The research aimed to understand how the management of this professional identity occurs, with objectives focused on analyzing strategies of disclosure and concealment and proposing a theoretical model for the subject. Conducted using an interpretative qualitative approach, the research involved 22 semi-structured interviews with faculty members and administrative staff at the Federal University of Ceará (UFC), situated in a regional context characterized by historical and cultural inequalities that influence inclusion practices. The methodological framework allowed for the identification of nuances that connect the experiences of employees to the unique institutional and social specificities of Northeast Brazil. The data were analyzed using reflexive thematic analysis supported by the MAXQDA software, enabling the identification of emerging themes and patterns related to professional identity and the conditions that impact the performance of these workers. The results identified the diagnosis as a significant milestone for the reinterpretation of the participants' personal and professional experiences. This milestone was evident both in late diagnoses, which enabled a reassessment of past experiences, and in early diagnoses, which influenced adaptation trajectories from childhood. Selective disclosure strategies were widely reported, shaped by institutional norms and perceptions of stigma. Additionally, a comprehensive understanding of the impacts of the diagnosis emerged as a central tool in the development of adaptive strategies and the promotion of organizational transformations. It was observed that different types of invisible disabilities, such as neurodivergence and chronic immunological conditions, present distinct dynamics in the process of managing identity. The research proposed a theoretical model that integrates personal, social, and organizational aspects. Elements such as strategies for redefining professional identity, the relationship between disclosure and concealment of invisible disabilities, and the adjustment of performance and productivity within the university environment were highlighted as theoretical innovations that expand the understanding of managing professional identity. The model also points to practical directions for organizations interested in promoting more inclusive environments. Among the practical recommendations are the development of inclusive organizational policies, awareness programs for leadership and teams, institutional support networks, and the encouragement of academic projects that promote the visibility of invisible disabilities. Finally, the proposed model is presented as an adaptable tool, with the potential for application in other organizational contexts, both public and private, aiming to foster not only inclusion but also the empowerment of workers with invisible disabilities.