Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
- OCD is a recognized and protected disability, yet it is often misunderstood and minimized.
- People living with OCD lose approximately 46 working days a year to the condition.
- Employees and their employers need to follow specific strategies and guidance to manage this debilitating condition in the workplace.
Obsessive Compulsive Disorder (OCD) is a distressing condition that significantly affects an individual’s life, including their career. OCD entails frequent, unwelcome, and intrusive thoughts, often leading to compulsive behaviors. OCD was once even ranked in the World Health Organization’s top ten most disabling illnesses.
Work can pose significant challenges for employees living with OCD; therefore, education and awareness are crucial to reducing stigma and ensuring that all employees affected by this debilitating condition receive adequate support in the workplace.
What is OCD and How Can it Affect People at Work?
Common misconceptions about OCD often reduce this condition to a mere preference for neatness, or quirky habits. In reality, OCD can manifest in various ways, with some people hiding their symptoms while others openly struggle with compulsive behaviors that exhaust them. Associated conditions, such as workaholism, can worsen symptoms by causing sleep deprivation and anxiety.
It’s worth noting that not all perfectionists have OCD, but when both conditions overlap, navigating the workplace can be exceptionally challenging. Loneliness in the workplace can also affect OCD sufferers, who may feel isolated without adequate support.
It is vital to promote comprehensive awareness of mental health in the workplace to ensure that employers and colleagues show empathy and understanding towards those with debilitating conditions.
What are the Signs of OCD to Look out for?
OCD impacts approximately 750,000 individuals in the U.K. alone. Among these, 50% endure severe symptoms, significantly impeding their ability to work. While not everyone will disclose their condition, several signs may become evident in the workplace. Some indicators of OCD include:
- Being constantly late
- Appearing distressed upon arrival
- Taking frequent time off
- Struggling to engage with others
- Finding the workload overwhelming
- Seeking constant reassurance
- Avoiding specific situations or objects
Exhibiting these behaviors does not necessarily mean someone has OCD. It is crucial to avoid making hasty assumptions based solely on these signs and always approach colleagues with sensitivity and understanding. Educating people about OCD, raising awareness, and handling the matter confidentially and sensitively is crucial.
What Strategies Can Be Employed to Ease The Transition Back to the Office?
Returning to the office can present challenges for individuals with OCD due to potential triggers and changes in routine. Here are strategies to help individuals with OCD manage symptoms when returning to the office. Tailor these strategies to your specific needs and circumstances, as experiences with OCD vary among individuals:
Inform Colleagues: Share your condition with trusted colleagues or your supervisor to foster a supportive atmosphere and prevent misunderstandings.
Maintain Routines: Stick to consistent routines before and after returning to the office to reduce anxiety and regain a sense of control.
Use Coping Techniques: Practice relaxation methods like deep breathing and mindfulness to manage stress. Grounding techniques and affirmations can help you to stay present and reduce obsessive thoughts.
Set Realistic Goals: Break tasks into smaller ones to prevent feeling overwhelmed by deadlines. Acknowledge setbacks and be patient with yourself as you adjust.
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Establish Boundaries: Schedule regular breaks, limit exposure to stressors, and know when to ask for help or take time off to protect your mental health.
Utilize Accommodations: Explore flexible scheduling, workspace adjustments, or remote work options. Utilize resources such as Employee Assistance Programs (EAPs) and support groups.
Practice Exposure and Response Prevention (ERP): Gradually expose yourself to triggering situations in the office while refraining from compulsive behaviors to desensitize you over time.
Seek Professional Support: Consult a qualified mental health professional specializing in OCD treatment, ideally before discussing it with employers. Cognitive-behavioral therapy and exposure techniques can be effective.
What Should You do to Support Employees Who Experience OCD?
As employees continue to return to the office following the pandemic, it is crucial to acknowledge that some individuals may have experienced further intensification of their OCD symptoms during COVID-19, potentially leading to heightened obsessions and compulsions while working remotely. Moreover, COVID-19 has increased anxiety for some individuals with OCD, particularly concerning issues such as cleanliness, germs, and virus transmission within the office environment. Therefore, employers have to ensure comprehensive support for these employees.
Employers should familiarize themselves with the guidance provided regarding OCD and implement necessary accommodations as required. Encouraging employees to seek assistance and fostering an environment where they feel supported can be facilitated through regular check-ins. However, before offering support, employers must undergo reputable mental health training and receive guidance to gain a deeper understanding of the intricacies of OCD. This training is essential to prevent misconceptions and inadvertent trivialization of the condition.
Resources are available to assist employers in supporting mental health in the workplace. The Chartered Institute of Personnel and Development (CIPD) offers a comprehensive online guide for employers in the U.K., which can serve as a valuable resource. Additionally, it’s important to note that OCD is recognized as a protected disability under the Equality Act 2010 in the U.K. and the Americans with Disabilities Act (ADA) in the U.S. The ADA applies when employers have 15 or more employees and mandates that reasonable accommodations be provided to ensure equal employment opportunities for individuals with disabilities.
Employers should consider making reasonable adjustments to the work environment, such as providing specific furniture tailored to accommodate individuals with OCD. Companies such as Flexispot offer a range of office furniture options designed to meet the needs of workers experiencing OCD. These adjustments, including specialized chairs, desks, and organizational systems, can significantly contribute to fostering supportive and inclusive workplace environments.
Overall, employers can play a crucial role in supporting employees with OCD by implementing appropriate accommodations, fostering a supportive workplace culture, and ensuring compliance with relevant legislation aimed at protecting the rights of individuals with disabilities.
Organizations: Awareness, Sensitivity, and Preparedness: Essential Elements in Support
As the prevalence and diagnosis of mental health conditions continue to rise, there is an increasing need for heightened awareness and support. Employers are facing growing pressure to assist workers dealing with psychological challenges. However, employees must recognize that not all employers will be equipped or prepared to offer support immediately.
A workplace that lacks support or readiness could exacerbate feelings for someone suffering from OCD, potentially leading to stigmatization, ridicule, or discrimination, whether intentional or not. Therefore, before disclosing their condition to an employer, individuals should seek support from mental health professionals, support groups, or trusted individuals outside of work.
Workplace policies designed to protect employees, plus resources such as Employee Assistance Programs (EAPs), offer vital support. However, despite advancements in mental wellbeing support at work, challenges endure for individuals with OCD. When reactions to their OCD condition lack sensitivity and awareness, employees may not feel adequately supported, thus reducing the likelihood of disclosing their condition.
Recognizing these challenges in the workplace empowers individuals and organizations to work together to support a smooth transition back to the office for employees navigating mental health concerns, especially those affected by OCD.
If you suspect that you might be experiencing symptoms of OCD, it is crucial to seek guidance from a qualified professional. Additionally, the OCD Foundation provides valuable advice and resources for individuals grappling with OCD symptoms.
