How well is your organisation aware of what Obsessive Compulsive Disorder (OCD) is? And how are you supporting your employees who have it – so that they can use the strengths that often come with OCD conditions?
Do you see it as a disability or an extra ability? At Cordell Health, we very much champion ability ahead of disability, and we think you should too.
That’s because while OCD is a mental health condition bringing challenges, many people also develop strengths and skillsets that can be valuable in the workplace. We’ll look at what these are and how you can support your people so their skills are not lost.
What is OCD?
OCD is a mental health condition where a person has obsessive thoughts and compulsive and repetitive behaviours. These behaviours manifest themselves in ways that can be distressing and significantly interfere with quality of life.
The Royal College of Psychiatrists estimate that that over one million people in the UK live with OCD, which is about 1 in 50 people, or 2% of the population. This estimate is based on the prevalence of the condition although as OCD can be a hidden disorder, this number is probably higher.
Symptoms of OCD
OCD is a term that we are hearing more of, but not always in the most understanding of ways. Someone with a need to re-check things may be considered as having signs of OCD, but more complex symptoms can include:
- Fears of contamination from germs, fear of acting on impulse to harm oneself or others
- Excessive doubt and checking – such as whether a house or car is locked, or if something has been left on in the house
- Obsessive cleaning of oneself or the home – even when such cleaning isn’t needed
As a result, people with OCD will feel driven to repeatedly wash their hands, check locks, arrange things in a very specific symmetrical way. Many of us have probably experienced some of these worries, but not on the scale of someone with genuine OCD.
Causes of OCD
According to the NHS, there’s no one clear cause. They say a number of factors may play a part, and these include:
- Family history – someone you grew up with has it and these behaviours became learned by others
- Differences in the brain – some people with OCD have areas of unusually high activity in their brain or low levels of a chemical called serotonin
- Life events – OCD may develop after bullying, abuse or neglect – or a significant life event such as a bereavement or childbirth
- Personality – neat, meticulous, methodical people with high personal standards may be more likely to develop OCD, as may those with a strong sense of responsibility or with anxiety
For more information about the causes of and treatment for OCD, please see the NHS Overview – Obsessive compulsive disorder (OCD)
The strengths that can come with OCD
One of the positives around OCD is that it can also lead to the development of strengths that are valuable in the workplace. These strengths, both soft skills and technical abilities, often come from the traits and coping strategies people build while managing the condition. Common workplace strengths associated with OCD include:
Analytical ability and problem solving: They tend to think deeply about possible outcomes, risks, and solutions. This makes them good in roles such as planning, project management and risk management.
Attention to detail: Strong ability to spot errors, inconsistencies, or risks. This is useful in roles where accuracy and precision matter (e.g., quality assurance, research, auditing).
Empathy and sensitivity: Perhaps as they are managing their condition, people with OCD tend to be good at developing empathy and have patience for others who may be managing problems. They are also good at building strong teamwork skills leading to supportive workplace cultures.
Creativity through pattern recognition: Their systematic nature can make them good at noticing patterns that others might miss. These skills can be useful in data analysis, design, coding, or research roles.
How to support your employees with OCD
As we’ve seen, OCD can bring unique strengths to the workplace. Creating an environment where these strengths can be used benefits both employees and the business. Here are some practical steps:
Work on your culture: It’s important to remember that OCD is a mental health condition so the more aware, understanding and supportive your culture is, the more likely your people will appreciate those with OCD for their abilities, instead of seeing them as having a disability.
Reduce stigma: Encourage openness and reduce stigma so employees feel safe to share their experiences without fear of judgement. Promote awareness through education and inclusive language.
Offer accommodations: If OCD behaviours are triggered, your employees may want space to manage their symptoms, and this could involve private and quiet workplaces and the option to work remotely. In addition, flexibility may be needed for doctors appointments.
Review roles and job design: The most supportive employers will want to find a way to enable those with OCD to work so that their strengths are best utilised. This may mean adjusting roles and tasks.
Line manager empathy and support: Line managers may want to do more check-ins with employees who have disclosed their OCD to understand their specific challenges, triggers, and needs. In particular, help your line managers to develop the confidence to open up conversations on what may be a sensitive topic. This Cordell Health article will help with this.
Listen, and let employees lead: People with OCD know best what helps them manage their condition at work. Allow them to guide the conversation about what support is most useful.
In conclusion
When we take time to truly understand OCD and support those who live with it, we do more than create a healthier workplace – we also benefit from the skills they bring. The empathy, creativity, attention to detail, and problem-solving skills that often come with OCD can enrich teams and strengthen relationships. By choosing to see ability before disability, we build kinder and more innovative and inclusive workplaces.
Get our guide
We have produced a new Cordell Health podcast on OCD. This is available to subscribers to our wellbeing service. If you are not signed up to this service and would like to find out more, please contact us on wellbeing@cordellhealth.co.uk
