Speaking with an individual one day about coping skills and interpersonal relations at work, she exclaimed, “Me? I would never tell those people on work about my health!”
I imagine what she imagines everyone would say if they knew she was being treated for a psychiatric disorder: the fact that every action or reaction could be consigned to “madness”, that she may not be entrusted with certain tasks because bosses suddenly think she is incapable, among other prejudiced actions. These were enough to endorse her silence.
But there is so much suffering in that kind of silence. The anxiety in hiding and stress of pretending are sufficient to deepen one’s illness, adding more health complications. Still, opening up has to be weighed against the possibility that you may never again command professional respect because of workplace prejudice and ignorance.
Lord knows I know her fears, but as we were discussing support, I thought that it would be good if she could develop a system at work. I suggested this, knowing that when one lives with an invisible illness that has visible manifestations, it is not only challenging to the individual but to all those around.
And, while I do not expect an office circular announcing personal health issues, I believe that the extent of the disruption one’s health causes in the workplace may demand appropriate courtesies.
Beyond that, I was thinking maybe among her peers she could elicit some empathy especially because they were all caregivers involved in team work. When one member does not function optimally, the team is stressed. Eventually “bad blood” develops, impacting team, individuals and outputs. But I fully appreciate her concerns in a narrow-minded place.
Despite my years of struggles, I am guilty of holding and expressing prejudices against the moody boss or co-worker. As a subordinate, I have been guilty of labelling supervisors with titles such as Napoleon, Miss Piggy, Miss PMS, and many unflattering and unkind suggestions, right alongside other colleagues.
I grew to be different. As I matured and became more au courant with the commonness of illnesses such as depression, bipolar disorder, and anxiety in the population, and as I became the butt of those same suggestions by those under my supervision, growth occurred.
Thankfully, I became more responsible for my health and about passing judgment. I learned to appreciate my own shortcomings and accommodations that my health required to not be disruptive. Even with those considerations, my health remained a recurring source of unsettlement, depending on the level of my life and work stress.
I firmly believe that our own humanity should cause us to be more sensitive to one another. What our peers may bring to the office may be disruptive but we must appreciate that these may be the effects of illnesses, stress of family life, financial hardships, and general anxieties.
For me, I have thought it best to tell my colleagues of my mental ill health as a method of accounting for moodiness and sometimes requisite rescheduling of meetings or even deferring attending work.
That has not always worked out as well as I wished. Still, once I had disclosed, and despite the hurtful remarks or harsh manner of seniors, I felt little shame in saying I was taking a day off to deal with my mental health. I longed for the day when I felt one colleague was supportive of my need for psychiatric interventions—whether rest or therapy.
Then earlier in July, this story of hope broke. Madalyn Parker, an Ann Arbor, Michigan-based web developer, tweeted:
“Hey team,
“I’m taking today and tomorrow to focus on my mental health. Hopefully I’ll be back next week refreshed and back to 100 per cent.
“Madalyn.”
The real story, however, was in the CEO, Ben Congleton’s response to her candidness.
“Dear Madalyn,
“I just wanted to personally thank you for sending emails like this. Every time you do, I use it as a reminder of using sick days for mental health—I can’t believe this is not standard practice at all organisations. You are an example to us all, and help cut through the stigma so we can all bring our whole selves to work.
Madalyn tweeted, “When the CEO responds to your out-of-the-office email about taking sick leave for mental health and reaffirms your decision.”
The CEO was so taken aback at the follow-up global coverage of this exchange that he wrote, “I wasn’t expecting the exposure, but I am so glad I was able to have such a positive impact on so many people. There were so many stories of people wishing they worked at a place where their CEO cared about their health, and so many people congratulating me on doing such a good thing.”
He continued, “It’s 2017. I cannot believe that it is still controversial to speak about mental health in the workplace when one in six Americans are medicated for mental health.”
Back in T&T, I live for the day.
Caroline C Ravello is a strategic communications and media practitioner. She holds an MA in Mass Communications and is a candidate for the MSc in Public Health (MPH) from The UWI. Write to: mindful.tt@gmail.com