Maternal Mental Health Awareness Week
Maternal Mental Health Awareness Week
By Anne-Marie Gough & Holly Evans (she/her/hers)
Maternal Mental Health Awareness Week, takes place on May 2-8 every year, aiming to raise awareness about the importance of maternal mental health and to reduce the stigma surrounding mental health issues in new mothers.
Around 1 in 5 women experience a perinatal mental health problem during pregnancy or within the early postnatal years.
70% will hide or underplay their illness.
Suicide is the leading cause of direct maternal death within a year of having a baby.
At JourneyHR, we heard from one of our HR Directors, Anne-Marie Gough about her experience so far with her mental health during pregnancy.
“No one prepares you for the loneliness and anxiety of the first trimester of pregnancy. You have such a mix of emotions running through you. Excitement about this major change you are experiencing, conscious that your life will change completely once the little bundle of joy arrives, trying to get your head around the many do’s and don’ts that are shared with you by your midwife, NHS advice etc.”
I didn’t completely believe it when I tested positive. For the weeks leading up to my first scan, I did a weekly test to double-check the results to verify it was happening. I also paid for private scans when the wait between scans felt insurmountable.
At my first midwife appointment, I was so anxious about all the things I had to think about I completely missed half of what she said. I was grateful my partner could be in the room with me to take notes and absorb the information. I know this wasn’t the case for many expectant mothers during the height of covid.
I was also completely overwhelmed by the number of decisions I was being asked to make on things I’d never given much thought to before e.g. Do I have an additional Covid jab? Do I get the Flu vaccine? Do I get a whooping cough vaccine? Do I submit my bloods for every test or some tests and what are the risks associated with that?
I was really impressed and continue to be by the support I have from the midwife team at Homerton. At every appointment, I’m asked specific questions about how I’m managing my mental health and well-being.
A few specific things helped in my first trimester to calm those anxieties
1) I let a few friends/family know what was happening – this was a personal choice and one I really am glad I made as I had a few people I could ask Qs of and connect with when things felt overwhelming
2) A friend recommended a book to me: Expecting Better by Emily Oster which helped me navigate the do’s and don’ts so I didn’t take everything on the internet as gospel
3) I signed up for some pregnancy apps which gave me information and advice on the journey I was going through
4) I tried to calm my nerves through mindfulness practices using the YuLife app and I kept up with exercise classes which have always been a channel for my boundless energy
For me, I didn’t experience a lot of the common symptoms that are outlined on the NHS website like nausea, vomiting etc. – rather than count myself lucky it made me doubt constantly if I was actually expecting.
I talked openly with my partner about what was going on in my head. Occasionally, I felt/feel bursts of strong emotions which I can’t control – can find myself in floods of tears watching a chick flick or in bursts of laughter at the most mundane things.
His experience was completely different, he didn’t feel the need to share immediately. He told his family at Christmas and has only started sharing with close friends recently. He needed different things from me. His approach was to tackle the practicalities – taking driving lessons so he can drive me to the hospital when the time comes, planning purchases, buying air conditioning recognising that when summer comes, I’ll be very pregnant and hot in our flat! One of our friends lent him a book: The Expectant Dad’s Handbook by Dean Beaumont which he’s found useful.
I told my managers when I reached 12 weeks. They were really supportive and listened to my concerns regarding travel and comfort with a growing bump. They’ve given me flex regarding all my maternity appointments and are also, actively talking to me about when I come back from maternity leave. This is incredibly reassuring and encouraging. They also respect my boundaries and don’t launch into baby talk every time we catch up which I appreciate.
I’ve been heartened by the sharing I’ve experienced from clients, colleagues and friends on their experiences and what helped them. There’s this secret women’s network that I found myself a part of as an expectant mother full of useful ideas and advice.
The loneliness has definitely subsided now that my friends and family know the change I’m going through.
There are a lot of financial pressures that go with pregnancy. Before we were pregnant, we were considering buying a house and moving out of London. We’ve put those plans on pause.
Exploring maternity leave options and pay, the obstacle course that is finding a nursery for our unborn child in our local area and the waiting lists and costs associated with that. What to buy and when and concerns about the level of storage in our flat. I’m conscious others wouldn’t have had the finances for extra scans and tests which we did.
Things that have helped me recently manage my mental health:
Check in texts from friends and also, flexibility – occasionally, I’m too tired after work to face meeting for a coffee/meal and no one makes me feel bad about it
Setting my boundaries with people – I don’t want my bump to be touched, I would like a seat on the tube and will wear my badge to encourage it to happen
Pregnancy massages – exactly what I needed for my growing body
Treating myself and planning date nights/a baby moon with my partner so we can have protected time together as we go through this major change in our lives
Therapy sessions to talk about how I’m feeling with a professional
Pregnancy yoga/stretching to ease my aching back and shoulders
I’m now reading a book called: The Equal Parent by Paul Morgan Bentley about how we can share things more equally between us and my partner is going to read it once I’m done
My mental health and wellbeing ebb and flow with being pregnant and I think that’s normal. The important thing is to keep doing what I’m doing to manage it.
The really scary part is what happens when the baby comes. All I can do now is prepare as much as possible and lean into my network for the next part – ask for help if/when I need it and also, give myself some time to adjust. There’s no handbook for being a mum so will just have to work it out with my partner as we go along.”
Holly Evans (she/her/hers) - We want to highlight to our clients that maternity leave can be an exciting time for expectant mothers, but it can also be a stressful and overwhelming experience. New mothers often face a multitude of challenges, including physical recovery from childbirth, sleep deprivation, and the demands of caring for a newborn. These challenges can take a toll on a woman's mental health, and employers and colleagues need to provide support during this time.
Ignoring or overlooking the mental health aspect of maternity leave can have serious consequences for both the mother and the organisation. It's important to foster a culture of open communication and empathy, where employees feel comfortable discussing their needs and concerns without fear of judgment or stigma. At JourneyHR, we can support you to ensure that your family-friendly policies take a balanced and holistic approach to supporting your employees.
A few things that businesses could do during Maternal Mental Health Awareness Week are the following:
1. Support for your employees: Businesses should think about how they can support and safeguard new expectant parents’ mental health before, during and after the birth of the child. When employees are thinking of returning to work, businesses can support their employees who are new mothers by providing flexible work arrangements, such as remote work or flexible working hours. They can also offer paid parental leave or additional time off for new mothers who may need extra support.
2. Education and resources: There are so many resources out there for expecting parents, however, this can come with its own anxieties, so why not help your employees and suggest accredited platforms or resources that you provide for them? Platforms such as Peanut App and Bloss can include education and resources on maternal mental health, such as webinars or workshops, to help them better understand the challenges new mothers may face and how to provide support.
3. Promote a supportive workplace culture: Encourage a workplace culture that is supportive of mothers and their mental health needs. This could include promoting a work-life balance, creating a supportive and inclusive workplace culture, and encouraging open communication about mental health issues.
4. Raise awareness: Businesses can help raise awareness of maternal mental health issues by sharing information and resources about the topic on their social media channels or internal communication channels.
5. Partner with organisations: Consider partnering with organisations that focus on maternal mental health, such as non-profits or mental health clinics, to provide resources and support to your employees or the community.
By taking these considerations into account, businesses can play a vital role in reducing the stigma around maternal mental health issues and supporting new mothers in their workplace and community.
Finally, we wanted to shed light on a few apps that have supported new expectant parents through this journey:
Peanut: Peanut is a social network for women to connect with each other, make friends, and share advice and support during pregnancy and motherhood.
Bloss: Connecting employees with qualified parenting experts to provide you with confidence and support at every stage of your Journey. Bloss also supports employers to provide better support for their employees and their families.
What to Expect Pregnancy & Baby Tracker: This app provides daily articles and videos about pregnancy and parenting, along with a personalised tracker to help moms-to-be track their baby's development and stay informed about what to expect during pregnancy and beyond.
Prenatal Workout: Prenatal Workout provides safe and effective exercises for pregnant women, including yoga, strength training, and cardio workouts that can help improve mood and reduce stress.
BabyCenter Pregnancy Tracker: This app provides daily articles and videos about pregnancy and parenting, along with a personalised tracker to help moms-to-be track their baby's development and stay informed about what to expect during pregnancy and beyond.
MeditateMe: MeditateMe is a meditation app that provides guided meditations specifically designed for new and expecting moms. It can help promote relaxation and reduce stress and anxiety.
Nurture: Nurture is an app designed to support mothers through the postpartum period, providing information and resources on physical recovery, breastfeeding, and mental health.
If you'd like to discuss how to support your employees on family leave, please get in contact with either Anne-Marie Gough Marie or me, Holly Evans (she/her/hers).
As leaders of the Well-being ‘centre of excellence’ within JourneyHR, Holly Evans (Senior HR Consultant), and Tyler Polius (HR Consultant) explore what effect hybrid working could have on neuro-divergent employees' well-being, and what organisations should consider when hoping to boost well-being and a sense of belonging amongst all employees.
Nobody could quite have predicted the effect the Covid-19 pandemic would have on our working lives. As government restrictions took hold, businesses underwent the largest work-from-home experiment the world has ever seen.
Now, three years on, while all pandemic restrictions have been lifted, many of the working trends that evolved during that period have remained. Hybrid working, once considered a niche, has become the norm for many, with more than three-quarters of employers in the UK allowing employees to work hybrid.
The introduction of more flexible working styles has been a positive step forward for employee wellbeing, allowing those with different social preferences the opportunity to work in a way that makes them feel most comfortable. This is particularly important for neurodivergent employees, who may experience and interact with the world around them in different ways to their peers.
It’s estimated that as many as one in seven people in the UK – 15% of the population – are neurodiverse and they bring a wealth of benefits to businesses, from skills such as creative thinking and process structuring to diversity of thought, innovation and lived experience.
Studies have shown that neurodivergent people are 30% more productive and in the right environment, autistic employees can be 140% more productive than their peers. But for neurodivergent employees to thrive, it’s vital that they have the right support and working environment to suit their needs.
As the UK prepares to mark Neurodiversity Celebration Week (13th-19th March), employers should consider how the new working styles could impact their neurodivergent employees and what more they can be doing to improve their well-being.
Home working
The introduction of home and hybrid working has levelled the playing field and created more opportunities for people who may have previously been overlooked. For neurodivergent employees, working in an office can often present challenges. Noise, bright lights, swarms of people and even smells can create sensory overload, while team meetings and interactions can cause anxiety over unwritten social rules or public speaking.
This can lead to employees feeling uncomfortable, excluded from social groups and in some cases – unable to continue working.
Despite many businesses pledging their commitment to DEI practices, it’s clear that we are falling woefully short when it comes to neurodivergent employees, with just 10% of organisations saying they consider neurodiversity in their HR practices. Not surprisingly, the number of employment tribunals linked to conditions such as autism, ADHD and dyslexia have shot up by a third and worryingly only 22% of autistic adults are in any kind of employment.
Holly Evans, Senior HR Consultant at JourneyHR, says: “Historically, the workplace has not been set up to be neurodivergent-friendly. Many employers unknowingly have environments, processes and policies in place that favour neurotypical candidates and employees, meaning these individuals are more easily hired and promoted while neurodivergent individuals are left behind.”
Offering remote working, either full-time or as part of a hybrid set-up, can provide neurodivergent employees with greater autonomy and control over their working environment, allowing them to adjust the lighting, sound and other sensory stimuli to suit their needs. For someone with ADHD, offering the ability to switch between settings can act as a way of keeping them engaged in their work.
Fortunately, advances in technology allow employees to stay in touch and complete tasks remotely and can be a real help to those who struggle to communicate verbally.
Employers who offer more flexibility in their working schedules can also make a big difference to neurodivergent individuals who struggle with rigid structures and routines, allowing them to structure their workday in a way that works best for them, taking breaks when needed or working at a time they’re most productive. This can have a positive impact on an employee’s sense of independence, accomplishment and ability which will ultimately boost their well-being.
Tyler Polius, HR Consultant at JourneyHR, says: “Neurodiverse individuals can be more prone to experiencing anxiety and stress in social situations or new environments. Flexible working arrangements can reduce the stress of commuting, being in crowded offices and socializing with coworkers.”
Emily Ablett, Junior HR Consultant at JourneyHR, works alongside clients helping to put in place initiatives to support neurodiversity in the workplace. She says: “It would be nice to see more quiet spaces created for neurodivergent individuals who prefer it to being in a loud office and think more about office accessibility such as whether an individual is comfortable travelling at rush hour.
“Fixed desk spaces rather than hot desking are important as some people might find it stressful not knowing where they will sit that day or not having a set routine.”
However, employers need to be mindful that there is no one-size-fits-all solution and neurodiversity processes should never be viewed as just another box-ticking exercise.
While some may thrive on the structure and rigidity of homeworking, others may struggle with creating a routine for themselves. Some employees may also experience isolation and loneliness, particularly those who crave a sense of belonging and rely on social interactions.
Employers also need to be conscious that remote work can lead to increased work demand, with employees sometimes expected to be available outside of traditional working hours which can blur the boundaries between work and personal life.
Tyler says: “Overall, the impact of new ways of working post-pandemic on neurodiverse individuals is complex and depends on individual circumstances. It’s important for organisations and employers to consider the individual needs and preferences of their employees, including those who are neurodiverse, when designing and implementing new work policies and practices.
“By doing so, they can create a more inclusive and supportive work environment that promotes the well-being of all employees.”
Awareness and education
Positive change starts with a conversation and this requires business leaders to place greater focus on awareness and education around neurodiversity, creating open cultures where employees feel safe disclosing their condition.
Unfortunately, a stigma around neurodiversity still persists, with 50% of managers admitting that they would be uncomfortable hiring neurodivergent talent.
Research has shown that neurodivergent people are more susceptible to mental health difficulties, and this can be exacerbated by their working environment. Many neurodivergent individuals develop coping strategies that “mask” their true identity for fear of being judged or treated differently to their co-workers. More than three-quarters of employees admitted to not telling colleagues of their condition but this can be exhausting and take its toll mentally.
Holly says: “Diversity and mental wellness go hand-in-hand. When employees do not feel valued or accepted for who they really are, this can heighten feelings of anxiety and depression and ultimately result in the loss of talented team members from the company. Even with existing mental health initiatives, employers cannot truly build a healthier workforce unless they have DEI practices in place to ensure they’re providing quality support to all employees across the board.”
While disclosing a diagnosis can be daunting, it could lead to a better working environment, with greater understanding of friction, better working relationships and increased support, says Holly.
Managers should ensure they are providing the right channels and clear points of contact for neurodivergent individuals to request adjustments as well as employee resource groups and access to high-quality, comprehensive health benefits for all employees. It can also be helpful to train managers on the various barriers that exist when it comes to seeking help with mental health.
Holly says: “In order to foster greater DEI, employers need to adjust their hiring and management practices to be more inclusive and supportive of neurodivergent individuals. This may require them to be more flexible, to adjust their communication styles based on employees’ individual needs and provide training and education to managers and HR on the latest best practices for supporting a more neurodiverse workforce.”
Sarah Bartlett, HR Assistant and part of JourneyHR’s Well-being Centre for Excellence, is working alongside clients who are supporting employees with a Lexxic referral – a neurodiverse workplace assessment to support individuals. According to Sarah, not only does this identify any adjustments that can improve their working life, but it also provides managers with an understanding of past conversations.
Holly concludes: “The companies that focus on mental health and employee support from a DEI perspective are the companies that will improve employee satisfaction, reduce turnover, and become more profitable in the end.”
If you would like to learn more about how to improve your company’s well-being or DEI practices, please get in contact us here: Contact — JourneyHR
““No one prepares you for the loneliness and anxiety of the first trimester of pregnancy. You have such a mix of emotions running through you. Excitement about this major change you are experiencing, conscious that your life will change completely once the little bundle of joy arrives, trying to get your head around the many do’s and don’ts that are shared with you by your midwife, NHS advice etc.””