Navigating the Workplace with M.E: Lessons from Dragons' Den
By Shelly Thornton-Hodgson, Senior Partner at PEMCO LLP
As someone who lives with M.E (myalgic encephalomyelitis), the recent Dragons' Den episode featuring Giselle Boxer and her acupressure device, Acu Seeds, has stirred both controversy and concern within the M.E. community. The episode showed Giselle Boxer sharing her journey of using "diet, acupuncture, Chinese herbs, and ear seeds" to aid her own personal recovery.
While the episode has been pulled from iPlayer due to "unfounded claims" of being able to cure an illness that has no medically proven cure and concerns over the damaging effect it may bring to an already often misrepresented and understood illness. What can't be doubted is that it has brought M.E. a neurological illness that effects approx. 250,000 adults and children within the UK into the mainstream media. Despite the reasons for how we got here, it offers us an opportunity and a platform to discuss M.E. under a much wider spotlight.
Whilst I can only talk from my own experience, M.E for me has been an incredibly debilitating illness that has caused me to be bed bound for long periods of time, for it to be difficult sometimes impossible to take part in what was once normal everyday activities from taking my child to school to even some days the simple task of getting dressed. As someone who now has moderate M.E. I am one of the fortunate individuals who is still able to work. This is something that has been important to my own self-esteem and resilience of being able to move forward especially in the hard times.
The fluctuating nature of M.E. can be challenging for both the individual and the workplace. With a predicted 1 in 250 of the working population having M.E, we need to explore ways of retaining and embracing the talent of those individuals that can and want to continue working. In the workplace, understanding and collaboration are key for individuals managing M.E. Here are some insights to consider based on my experience of being able to run a business whilst learning to live with M.E.:
- Pacing:
Pacing is an energy management technique and is a fundamental part of living with M.E. In the workplace this could mean:
- Being empowered and trusted to manage your time. For example, taking short regular rests when needed.
- Identifying which tasks use certain energy (mental, physical or emotional) and organising your day / week to support this. For example, a day of back-to-back calls may not be realistic whereas 1 or 2 calls spread throughout a day may.
- Baseline - understanding your baseline for work activities. This helps both the individual and the business understand what is realistic on a "normal" day.
2. Flexible Hours and the Work Environment:
This was a huge one for me and ties in with pacing! Things to consider include:
- Flexible work hours
- Reducing hours
- Changing hours of work
- Remote working
- Hybrid working options
- Offering small changes to work environment such as quiet spaces.
M.E. symptoms vary between individuals and can also hugely fluctuate day to day. Having the flexibility to adapt the "how" and "when" we work can significantly impact the ability to contribute effectively.
- Raising Awareness and understanding:
As with the wider community we need to actively encourage workplace education about M.E. Many employers or colleagues may not fully comprehend the complexities of this condition. Even as someone with M.E. I can often struggle to explain my symptoms. Charities like Action for M.E. offer some fantastic information and guides for both employers and employees. Go check them out!
- Open Communication:
Having a lapse or heightened symptoms can be challenging for both the individual and workplace. For the individual it can be hard to communicate to others for fear of being judged.
Try to keep in touch with them and offer assurance and compassion where possible. Wider conversations with team members is a personal decision but in my experience can help understanding and create a wider support network too. With the permission of the individual, managers can help to foster this open communication within their teams.
As a leader and business owner I am appreciative and privileged I have been able to continue working and lead our business forward. I know this is not the case for all and it is not without its challenges. However, as an employer and person working and living with M.E. I believe the key to achieving this is through adopting a people focused and collaborative based approach.
The controversy surrounding Acu Seeds on Dragons Den serves as a stark reminder of the need for accurate representation and responsible messaging, especially when it comes to chronic illnesses. But for now, let's not dwell on the negativity and instead use this moment as an opportunity to educate and raise awareness about the challenges faced by those with M.E. in the workplace through fostering an environment of collaboration, understanding and support.
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