“In May 2020 I was diagnosed with PMDD. After a couple of years of not feeling myself and issues that I couldn’t pin down, I began to feel worried and scared of what was happening. However, due to my fear and feeling like I was a failure, I ignored all the signs that something wasn’t quite right.
Following an embarrassing meltdown at work, leading me to speak to a counsellor and a successful consultation with my GP, I was finally diagnosed as having PMDD which I had not heard of and immediately wanted to find out more.
I found reams of info online which did help but I found that talking to others with the condition was the most helpful.
I then through contact and the support of other Women’s health support groups and Disability Staff Association within the Met, decided to set up the PMDD Support Network to help others who are impacted by this condition.
I hold regular catch-up meetings online, that are there for members to be able to express themselves without fear of being misunderstood or judged. I have organised webinars that are open to all in the organisation (some included other Police services throughout the country) and worked with OH to put together presentations to raise awareness.
I’ve also had contact with line managers who want to find out more about PMDD and how they can support their staff. Raising awareness and discussing this condition breaks down barriers, gives people confidence and support. This makes for a healthier workplace.
Having PMDD can be a very lonely place at times and it’s great to know there are others out there who “get it.” Since its launch, the Support Network has grown. Messages of support have been frequent and as it is such an unknown condition, I know that by setting this network up and speaking openly about my own experience. This has helped other Women seek help which ultimately makes me feel proud.
The Balance@Work session was highly informative and engaging. It highlighted how lack of awareness of female hormones is dangerous to women’s health and has big consequences for everyone. This should be shared far and wide.”
Encouraging people to speak about their mental health matters. But a supportive workplace also needs to know what to do when they do.
A menopause policy can be approved, published and technically complete without changing a single employee’s experience.
For employers, that has a clear connection to hormone health at work. Trust is not created by a policy or an awareness campaign alone. It develops when people can find credible information, understand what support is available and know what will happen if they ask for help.
