When Danae Hough Taylor returned to work six weeks after giving birth last November, she felt like a different person.
The San Antonio, Texas-based professional was once known as a bubbly colleague, but she was in a bad mood. She felt indifferent and alien to her job at the call center she took pride in.
“I didn’t want to bond with my teammates. I didn’t want the extra work at work and it’s definitely out of my character,” said Huff-Taylor.
“I was also suffering from insomnia, so I was already tired. And you know, when you’re depleted, you have nothing to offer,” she said. “It was like an empty shell of me showing up at work every day. I wasn’t quite who I was.”
Huff Taylor made an appointment with a doctor, where she learned that her experience had a name: postpartum depression.
And she’s not the only one with her diagnosis.
Perhaps at some point in your career you will likely work with a new parent who has postpartum depression (PPD). Postpartum depression is very common Birth Complications, Affecting 1 in 8 new mothers. PPD can persist long after most paternity leave in the United States has ended and postpartum employees have returned to work after giving birth.
Postpartum therapist and medical professional, Huff Taylor, shared advice for employees experiencing PPD and those who want to support a colleague going through PPD.
Symptoms of PPD in the workplace can be difficult to notice at first.
Because symptoms vary from person to person and can manifest in many ways in the workplace, there is no single symptom that automatically indicates that you have PPD.
“For some mothers, it looks like, ‘I can’t think straight enough to get the job done, and I have to go through each step myself in a very different way than when I retired.’ Maybe,” says Christine Rivera, a clinical psychologist who specializes in maternal transitions. “For some mothers, it can be sadness and a feeling of not really wanting to be there. You can end up feeling completely overwhelmed by the level.”
“Depression becomes even more worrisome when it starts to feel like a hindrance both at work and at home.”
– Christine Rivera, Clinical Psychologist
According to Postpartum Support International, a non-profit organization dedicated to helping parents with perinatal mood and anxiety disorders, symptoms of PPD may include: include:
- feelings of anger and frustration
- lose interest in baby
- appetite and sleep disorders
- crying and sadness
- guilt, shame, despair
- Loss of interest, pleasure, or enjoyment in things previously enjoyed
- Thoughts that could harm your baby or yourself
And in a work environment, it can be difficult to notice these symptoms.
“It’s very subtle to start with and can be very difficult,” says Priya Gopalan, M.D., associate professor of psychiatry, obstetrics, gynecology, and reproductive sciences at the University of Pittsburgh. “It could simply be that someone is less active at work or less able to interact with co-workers in some way. Irritability is one of the signs of depression and anxiety, she says. It is underdiagnosed, especially in women.”
Gopalan said work adjustments can be difficult and people need to pay attention to whether the feeling persists and is accompanied by a loss of function related to sleep, appetite, or ability to perform work.
“When you start feeling like an obstacle, both at work and at home, feelings of ‘I’m not good enough’ or ‘I’m not doing enough’ and negative thoughts about yourself, your future, and your hopes. That’s when depression becomes more of a concern in life,” Rivera said.
Note that most new parents are at risk of developing PPD. A father or a non-natal partner may also be diagnosed with PPD in her. that too. For fathers, Rivera said, “it’s common for them to be more reserved about their feelings because they’re the support system and the expectation that they’ll be in control of everything for their birth parents.” . So it puts a lot of pressure on you,” she said.
Managers can make it easier for postpartum employees by providing accommodation.
Mr. Gopalan advised managers to understand that PPD is underdiagnosed and undertreated and to proactively check the status of postpartum employees.
Rivera highlighted problems with pumps in the workplace as one area where managers in particular can be of great help.
“Many mothers will talk about the grief of not producing enough milk or being unable to breastfeed. there is,” she says. “So as a manager, I want to make sure that the right things are in place so that parents can use the pump.”
Consider the many risk factors that can increase your chances of PPD.
According to PSI, fathers and mothers can: include Relationships and financial stress. Inadequate nursing care support. Having undergone infertility treatment. Complications during pregnancy, childbirth and lactation. The infant is placed in the neonatal intensive care unit. Or a recent major life event such as loss of job or family, moving house.
“I run a postpartum group for mothers. One of the first things I do in the group is read the list of risk factors and get everyone together. [to] Take a moment to see how many of those risk factors you have,” said Robin Aragona Cutler, a licensed marriage and family therapist. “I always say, ‘You’re going to have more than one of these things.’ I guess.”
“When I said aloud, ‘I’m not okay,’ it actually reassured me.”
– Danae Hough Taylor
Huff Taylor said talking to his manager was key to getting the help he needed at work.
“I had a really good relationship with my manager, so I spoke up and told her, ‘I’m having a hard time adjusting… I need a little help,'” Huff Taylor said. “So she helped me take an extra break. She let me know about it [Employee Assistance Program] Services available at work. So I always knew I had options and I wasn’t just sitting there and sulking. And when I said aloud, ‘I’m not okay,’ it actually reassured me. ”
By contacting EAP, she said, “I was able to get treatment. It was really big for me to be able to talk things over and get some insight into how I could improve my quality of life a little bit more.” said Huff Taylor. .
Know that you have rights even if your boss is uncooperative. Under the Pregnant Workers Equity Act, postpartum employees working for employers with 15 or more employees have the right to:reasonable accommodationbeing able to sit, taking extra breaks, and being able to set flexible hours after returning to work.
Career coach Becca Carnahan said that if your boss isn’t supportive, “you might want to consider who else you can work with, like someone in HR.” [seek] Advice from other parents on the ERG for Parents [Employee Resource Group]”
“Other parents in the organization are likely to have had success returning to work after giving birth, and they can be a wealth of information about how to navigate the company’s unique circumstances.” she says
Please note that a formal diagnosis from your healthcare provider may be required to access employer accommodations such as time off and medical leave. Therefore, seeking help from a health care provider early may help.
When working with someone who has just had a baby, the kindest thing is to make no assumptions about how the baby should feel.
It’s always good to check in and ask how a work friend is going through the transition as a parent. But be careful not to assume it’s a blissful time.
Rivera said co-workers project their excitement in conversations, which can make it difficult for postpartum employees to be open about what’s really going on.
“This is a wonderful time in many people’s lives, but not everyone goes through it that way. We don’t necessarily know if there are other issues that we don’t get,” Rivera said. “So you can reach out to that person and say, ‘How are you doing?'” For example, this is a very big change, but what about everything? Rather, I think, “Oh my god, this is so exciting.” Congratulations on the birth of your baby. can i see the picture? ’ Well, those are really different reactions. ”
“In the latter [scenario]you have very clear expectations of the person, rather than allowing them to let you know what their experience is like,” Rivera added.
“When a baby is born, the conversation is all about ‘how is the baby doing?’ [bring up] There were moments where I was like, ‘What about me?'” Huff Taylor said. “It’s just so important to acknowledge her mother and her health.”
And if postpartum work friends share theirs or find them overwhelmed, normalize their conflicts.
“A lot of women have mixed feelings about having a baby, but it doesn’t mean anything to you, it just means you’re going through a hard time. If they’re willing to talk about it, I normalize it for them,” Rivera said.
“One of the most healing things postpartum people need to know and hear is that they are not alone,” Cutler said. “Being a modern mother can feel very lonely and isolated. And if you’re in a workplace where your experience isn’t reflective of… Or maybe raising a child makes you feel even more alone.”
In the case of Huff-Taylor, several colleagues noticed a change in her behavior and offered their support. It’s something she’ll be “forever grateful for,” she said.
“I had a colleague call me and just meditate with me. He told me,'” said Huff Taylor. “[My co-workers] He wasn’t overbearing but always made sure I was okay if there was anything I wanted to talk to him about. ”
If you or someone you know needs help, call 988, text, or chat. 988lifeline.org for mental health support. Additionally, local mental health and crisis resources can be found at: do not call the police.com. Outside the United States, please visit: International Suicide Prevention Association.
