Being honest, if I found out a person has a long, serious history of depression, I would probably think they are less reliable. That is probably prejudiced. But I think that's a common attitude. If it were a position where lives or a lot of property were on the line, maybe I would think twice in hiring?
[1] https://www.cbc.ca/news/politics/aviation-canada-pilots-ment...
Being honest, I hope you never come close to managing a sizeable team.
Self-admitted prejudices likes yours should never be remotely close to an authority and/or mentorship role.
It's also how people with mental health issues judge others with mental health issues: over how productive they are. For example, you have probably heard a lot about a functional, high-achieving person with ADHD person (because they are better at self-marketing, and because others easily see their value), but probably next to nothing about the low-functioning ADHD person who may never be able to hold down a job and has a patchy career. When a high-functioning "disabled person" is campaigning for greater workplace inclusivity, for instance, they're usually campaigning for other high-functioning people, not the low-functioning ones.
Functional people find low-functioning people less reliable. :( Partially because it is true, partially because it is a self-fulfilling prophecy, and partially because our society worships functionality (because it's what wins resources, at the end of the day).
[1] Whatever that means.
We all hold biases which are not arrived at through reason. It’s possible to notice one in ourselves without agreeing that it’s right.
We all have prejudices. For example, I know I am biased against speakers of some regional accents of English. (All speakers of English are biased for or against various accents, if the studies are to be believed.) If someone produces a southern American drawl, I assume things about them. Those assumptions are not fair. But they're also automatic. The only way I know to correct such errors in thinking are to consciously reflect on it like that. How am I potentially prejudiced against or for this person? Are those prejudices even remotely reasonable? If not, am I potentially treating someone unjustly based on stereotypes and assumptions?
And don't worry. I understand myself well enough to know I'd be terrible in a management role.
Sorry for the snark in advance. Would you prefer leadership being oblovious to their own biases?