I identify as a person with a mental disability. I was first diagnosed with bipolar in 2002 after I gave birth to my stillborn triplets and survived an abusive relationship. To learn more about me and my diagnosis, I invite you to read my past blogs.
While my diagnosis is not symptoms of a job, while I am very grateful for the support and love from my entourage, I do believe additional attention and work need to be done to eliminate the taboo surrounding mental illness, specially in the workplace.
Neurodivergent individuals, people diagnosed with bipolar or other mental disabilities can thrive, can be very successful in the workplace. If we are in the right role, if we feel we belong and are well supported, not only we can meet established work objectives but we can just as easily surpass those same objectives. We bring other new and innovative ideas to the table. We love thinking outside the box.
As a person with a disability, I can tell you that what makes the difference for me to thrive at work is having a supportive and inclusive workplace. For me, an inclusive and supportive workplace is define as a place where I can be myself. Completely and fully myself: outside the box thinking- crazy Nat, the sparkly happy go lucky Nat, the authentic Nat. A workplace where I belong, where I am respected, valued and recognized when I am being myself.
Questions I ask myself in my workplace….
Can I be myself with everyone? Do I feel safe to be myself? With my boss, the management team and my colleagues?
If I belong, I will feel safe, I will bring my whole self to work and that’s where I’ll excel.
As an employee with mental disability
Since I joined the public service in 2007, I have always been very upfront and honest with my mental disability. I share my diagnosis and accommodation needs with my direct supervisor almost as soon as I’m hired. Together, we develop a plan that is accommodating for both of us. In the federal government, they call this plan an accessibility passport. I’ve had an informal passport since the first day I joined the workplace after my diagnosis.
As I’ve lived with my disability for years, I’ve had many years of therapy and consults with my psychiatrist. I’ve learned over the years what is good for me, what works and what doesn’t. I know best what I need to thrive in a work setting. So my plan (passport) includes my limitations and my accommodation needs. This passport is an evergreen plan that keeps being modified as I learn more about myself as an employee. The passport also changes depending on the workplace.
What does this plan look like?!
Well, to be honest, it varies depending on the type of job I hold, the level of stress associated with the position, the workplace culture and my boss.
As a person with mental fragilities, it’s important for me to have a manageable workload, clear expectations and priorities. While I have a mental illness and I need to manage my stressors and triggers on a regular basis, it doesn’t mean I can’t work under pressure or in a fast paced environment. I actually excel in unknown, stressful situations or in high paced environments. I just can’t be “on call 24/7”!
My constant requirement is having a routine work schedule where I must disconnect from work in the evenings and weekends. This allows my body and mind time to rest and replenish my energy.
I can not do emails or work on evenings and weekends. That’s a clean boundary I have with my Employer. That doesn’t mean I’m inflexible. I’m a team player and if a project or issue needs to be completed and it requires some extra hours, I will definitely pitch in to have it complete on time. However, as part of my strategies to maintain my equilibrium, I know I need to unplug and unwind. I can’t be connected and working every hour of the day.
For example, when I worked at TBS, my Executive Director and I had agreed on my workload and hours of work when I first joined her team. I felt horrible leaving the team at 3pm everyday when I knew the rest of the team would be there in the late evening hours. But a non-negotiable for my health is having a routine work schedule.
Another important accommodation need that I verbalize with my managers is along the same lines of disconnecting and time off. I’ve come to recognize that one powerful strategy for me to maintain my equilibrium, is taking time for retreats. Some retreats are during the weekend while others are international and require more time off. I therefore discuss and seek approval for vacation time in order to participate to these life transformative and rejuvenating retreats. These retreats are good for my soul and they are part of my regime in caring for myself and my mental and emotional health.
For more tips on how I manage with my disability, you can read my blog on: “How to get off that hamster wheel”
Right fit
I found an organization where the workplace culture is healthy. Senior leaders walk the talk when it comes to work life balance and fostering a healthy workplace. There is a clear message to employees that as a general rule, there is no work that requires to be done after working hours.
Knowing that my accommodation needs are aligned with the organization’s culture, makes me feel good.
I have found a workplace that is healthy and I feel safe to be myself, I feel the organization is getting the best of me. I feel I can be myself, I can bring my authentic self.
Be an empathetic leader
As a HR leader in the public service, I constantly question myself on ways to promote and foster Inclusivity and diversity; how to support our employees, how to build trust, how to be a good leader.
As I read leadership books, listen to podcasts and watch Tedtalks, the common message is
BE AN EMPATHETIC LEADER
Read more about benefits of being an empathetic leader
What does that mean? What does that look like?
I always imagine my ideal supervisor, how do I want my boss to react and act when I’m having my conversation with them about my accessibility passport. What’s my definition of a good leader? Then I mirror those traits.
Be the leader that is not afraid of going for therapy yourself
Leaders should not be afraid of showing their vulnerabilities and have open and transparent conversations with their employees.
A good leader is one that continues to learn and grow. A manager that is also working on themselves and their vulnerabilities.
Be the leader that seeks to understand, that seeks to support their employees by empathy and compassion
As a good leader, first you should build trusting relationships with your employees. Managers should not be afraid to have frank dialogues on what their employees need to be successful at their work. Managers need to be open to listen. All employees are unique and have different accommodation needs. Most of the time, the accommodations is free or very low cost.
Where to seek help?
To employees that are struggling with mental fragilities and do not know how to communicate their accommodation needs, I want to reassure you … you are not alone.
If you are not sure what type of accommodations you require, you could consult EAP or your therapist. My first step in identifying some of my limitations was a consultation with an EAP councellor. She also helped me prepare for my conversation with my manager.
Your manager might not know exactly how to help you or where to begin when you speak with them. Your manager can obtain coaching and guidance from their HR team to help you with your accommodations.
I invite every manager/leader to do your part in building and promoting an inclusive and safe work environment. I highly recommend Tova Sherman’s Win Win Win!: 18 Inclusion-isms You Need to Become a Disability Confident Employer. I’ve had the pleasure of participating in a conference where Tova share key messages from her book.
In conclusion, prioritizing mental health is not just a personal responsibility but a societal necessity. By understanding the importance of self-care, seeking support when needed, and challenging stigma, we can cultivate a culture of compassion and resilience. Remember, you are not alone on this journey. Whether you’re struggling or thriving, know that there is help available. Reach out to loved ones, seek professional guidance, or explore resources in your community. Together, let’s continue to break the silence surrounding mental health and foster a world and workplace where everyone can thrive.
Take care of yourself, and remember, you matter!
In Love and Light 💕💫
Nat