The Roe v. Wade Overturn: What Will Impact Our Mental Health Next?
ADDRESSING THE MENTAL HEALTH REPERCUSSIONS IN THE WORKPLACE AND OUR UNCERTAIN FUTURE
Let me be clear - the aim of this article is not to be political.
The aim of this article is to observe and discuss:
the seismic-level shift that's occurred in the U.S.
a level of rage and helplessness that millions upon millions of people are feeling that I hoped I would never see in my lifetime
and why we need to talk about the shattering anxiety that countless Americans are feeling about this seriously loaded question: what's next?
After fifty years of forward movement, the U.S Supreme Court, and countless states, have decided to dramatically squash this progress by robbing American women of their human and reproductive rights to choose and have access to a fundamental healthcare need - abortion.
Depending on where someone sits on this issue, there has been a collective kick-in-the-gut for millions of American women, experiencing a profound disempowerment shaking us to our core. It’s something women are carrying with them, no matter where we go, and even into work.
And guess what? This balled-up pit of depression, anger, disgust, and horror (to name just a few emotions) is coming to a workplace near you.
The rising social division that will continue to emerge as a result of ongoing supreme court rulings and the “great, what else is coming down the pipeline?” pits in folks’ stomachs need to be addressed - plain and simple.
So what’s next on the chopping block?
Marriage Equality? The Affordable Care Act? Access to birth control?
These are the questions that people are continuously asking themselves – and these don’t feel great to ponder.
For the skeptics who think we’re worrying for nothing, an old law that still stands in Missouri, stating that pregnant women can’t get divorced, should be more than a strong indication that this is only the beginning.
So, how can we effectively and compassionately address the increasingly fractured state of mental health of U.S employees, especially if they’re on our own team or in our company?
By having workplace crucial conversations about the mental health impact of one of the most fundamental events in recent history, and, setting up an ongoing support structure where employees feel they can be honest about how the next major events impact them, as and when they occur.
My hope is that this article will give some suggestions for providing guidance, support, and acknowledgment of employees' fears, and experiences, and highlight what good support will look like during this (continuous) tenuous time.
THE SEPARATION BETWEEN WORK AND HOME HAS IRREVOCABLY ERODED
A rapidly changing and unstable socio-political landscape shakes people to the core.
Abortion protection laws have been wiped away and we don't know what's next. It causes feelings inescapable pressure for countless people. And we need to stop pretending like people can just “switch this sh*t off” when they start their work day.
We are in, what feels like to many, a freefall within a volatile ecosystem that’s showing no mercy. The resulting social change and instability have been relentless. And the impacts of uncertainty are not without consequence. Simply put - it feels like we’re sitting in the middle of a crowded room screaming - and no one hears us.
Let’s look to neuroscience to tell us more about the cascade effect this level of stress and uncertainty is having on people, shall we? Neuroscience can predict the human effects of exposure to great uncertainty. It tells us that when we are faced with unpredictable circumstances, people will try to reduce their discomfort in predictable ways. These actions include:
constant worrying
seeking reassurance
searching for information
becoming hypervigilant
to name just a few…
The stress of prolonged uncertainty rates up with the most damaging impacts humans can face. This chronic uncertainty inflicts more negative impacts over time.
As further rulings come in the wake of Roe v. Wade, the fallout reverberates across our national psyche, further damaging increasingly vulnerable citizens.
In the face of this evidence and the turmoil unleashed over more than two years of lockdowns, loss, and grief, you cannot expect your staff to shed their pain when they clock into work.
The depth of individual struggles must be met by empathy and appropriate support. Work lives and private lives have melded in the most painful of circumstances. Employers must address this shift and profoundly adjust workplace expectations.
WHAT UNCERTAINTY, AMBIGUITY, AND VOLATILITY MEAN FOR THE WORKPLACE
Chronic uncertainty doesn’t do your emotional or physical health any favors. Flooding you with cortisol and adrenaline constantly, when those are meant to be just “sometimes” hormones. Instead, we’re drowning in it, and it doesn’t feel great.
These emotional effects manifest in diverse ways affecting everything from how people manage workplace communication and teamwork, to self-motivation and focus. The list is endless - but let’s look at the top three that we need to keep in mind.
LEARNED HELPLESSNESS
When a difficult circumstance is encountered repeatedly, a person eventually develops a state of learned helplessness. What does this look like? Feeling like you’re getting consistently zapped with awfulness, and you literally can’t escape it no matter what you do. When this happens to someone, they start to think they can't influence or alter the situation. Therefore, they give up and lose motivation, even when there are chances for change.
RAISED STRESS RESPONSE FROM PERCEIVED FEELINGS OF THREAT
Physiological stress-response mechanisms are frequently stimulated when brain networks involved in danger assessment are engaged. This is awesome since it makes people hypervigilant and able to rapidly identify danger. Obviously, I’m dripping with sarcasm as I say this.
However, it also causes emotional exhaustion, jitteriness, and difficulty falling asleep. These can result in a lack of focus, mental confusion, and lethargy.
THE IMPACT OF HOPELESSNESS
A person may feel a sense of hopelessness when they are discouraged by upsetting, stressful, or bad life experiences. Losing interest in significant activities, events, and other people can frequently be a result of feeling hopeless. People who have lost all hope may disengage and struggle to complete regular tasks.
Sound surprising? No, I didn’t think so either.
So, what can we do about this?
WE NEED TO KEEP THE CONVERSATION OPEN
The scope of emotional damage wrought by sustained feelings of fear and uncertainty means it's time to drop positive frameworks and mis-used and warped terms like resilience and get serious about supporting employee needs - what they actually need.
Workplaces need to ditch the emotionally damaging toxic positivity vibes and simply acknowledge the reality of what their employees are living – even if it feels uncomfortable.
From political shifts, the wars from the past century, racism, growing violence in society…the list goes on – no one can simply move on from years of cumulative damages that have shaken our societies from the inside out.
Show me someone who has. Seriously.
HOW YOU CAN MAKE THIS HAPPEN IN YOUR WORKPLACE
There are simple strategies you can use to create space for people to talk in the workplace about the impact of these broad sweeping social changes on them. This may take the form of a group setting or one-on-one discussion.
Here’s how to set things up well:
ENSURE THE SETTING, FORMAT, AND DIALOGUE PROVIDE A SENSE OF SAFETY, COMFORT, AND PRIVACY
Choose a comfortable space free from interruptions and encourage sharing by speaking authentically about the impact recent events have had on you.
This helps normalize others' intense emotions and shows people that they won't be judged if they choose to share their thoughts.
DON'T DOWNPLAY OR TRY TO SOLVE PROBLEMS
Listen attentively and with empathy. Use open questioning to allow people to talk freely.
Remember, it is not up to you to resolve these complex issues. Take care not to imply someone can simply move on from their feelings. Do remember that you are not a trained therapist (unless you are) and that “it’s not your job to diagnose someone, clinically treat, or counsel them.”(1)
Also, remember the “limits of your role”(2) and be sure to point to information where employees can seek professional support via internal programs – and recommended appropriate health care providers.
HELP EMPLOYEES IDENTIFY AREAS OF CONTROL AND INFLUENCE
It’s helpful to advise people to find control wherever they can to combat the lack of influence they feel over the big events shaping their lives.
It could be the smallest thing, but every little bit helps.
The main takeaway?
“It’s up to you to decide the impact you want to make – not only as an individual, but as a leader with influence.”(3)
LET’S CREATE A SAFE HAVEN AT WORK
The upheavals that people have been subjected to in recent years seem to be an endless list.
The overturning (and threats for more) of things we held true for citizens' human rights has rocked the foundations of our collective lives.
Recent events highlight how mental health in the workplace has been frighteningly overlooked. If there was ever a time for raw honest communication about this, it’s now.
And remember, no matter where you sit in an organization, good leadership can come from anywhere on this topic. Be the example and start the conversation. And no matter where you sit with your opinions on these social issues, people can still show up for other people who are grieving - that’s just human.
Are you ready to help your team members deal with the range of emotions and frustrations that our current, uncertain sociopolitical landscape is causing? Reach out to Melissa to learn more.
Want to learn more about creating a safe space to talk about mental health in the workplace? Check out Melissa’s book for more information.
