Eating Disorders: Challenging the Taboo

Eating disorders can often be a taboo topic in the workplace, laden with misconceptions that prevent employers from addressing them effectively.

However, these disorders are more common than many realize, affecting around 1.25 million people in the UK, and almost 30 million in the US.

Contrary to the stereotype that eating disorders mainly impact teenage girls, adults are more frequently affected, with 25% of sufferers being men. This means that it’s quite likely some employees may be silently struggling, leading to increased absences and decreased productivity.

Identifying employees at risk can be challenging since many with eating disorders do not appear visibly underweight. While anorexia is often the most recognized eating disorder, others such as bulimia, binge eating, and ‘Other Specified Feeding or Eating Disorders (OSFED)’ can be more easily concealed.

For HR professionals, understanding the signs and knowing how to respond is crucial. Here are some symptoms that may indicate an employee is dealing with an eating disorder:

• Anxiety and Stress Around Food: This can manifest as reluctance to eat with others, obsessive calorie counting or exercising, constant eating, or avoiding looking at their own image (e.g., preferring to keep their camera off during meetings).
• Social Withdrawal: Employees might avoid social situations, particularly those involving food and drink, to maintain control over their diet.
• Need for Routine and Stability: Individuals with eating disorders tend to be perfectionists and may struggle with sudden changes, which they cannot predict or plan for.
• Increased Absences: Eating disorders can compromise the immune system, leading to more frequent health-related absences.

When these signs are coupled with changes in productivity and engagement, it’s important for the employee’s line manager to address the issue. The best approach is to set up a one-on-one meeting, focusing on the employee’s performance rather than directly diagnosing them with an eating disorder. This helps to avoid making the employee feel accused and allows them to lead the conversation, which can help bring the issue to light naturally.

How HR Can Support Employees with Eating Disorders

If it becomes apparent that an employee is struggling with an eating disorder, it’s essential to reassure them that the goal is to support, not judge. Here are steps HR professionals can take:

1. Open a Dialogue: Encourage an open and compassionate conversation about their performance and well-being without making assumptions.
2. Provide Resources: Signpost the employee to helpful resources such as a GP or specialized support organizations like as Beat (UK based) or the National Eating Disorder Association (NEDA, US-based).
3. Implement Supportive Policies: Develop and implement policies that promote mental well-being in the workplace. This may include flexible working hours, access to mental health professionals, and creating a supportive culture.

Addressing eating disorders in the workplace is not just about improving productivity but also about fostering a supportive and inclusive environment. By challenging the taboos and providing the necessary support, HR professionals can make a significant difference in the lives of their employees.

If you would like to discuss how we can help boost productivity through the implementation of policies around mental well-being in your workplace, please get in touch with us.