Firstly, this will be a long answer @Tiger_eye 😅 but read at your own pace (or dont if it doesnt resonate or help). No pressure. 🥰
I recently had some workplace difficulties due to some behaviours that others have described as "toxic" (I would describe them as unproductive, hindering, unprofessional, and sometimes discriminatory). I also work in a government job - there are good and difficult things from this.
Firstly, are HR aware of the incident and your related leave? Are they a genuinely supportive or a cover-the-legal-bases culture?
(I have been so fortunate that my HR contacts have been genuinely supportive, but I know this is not always the case.) If they are aware, they may be able to help facilitate a transfer for your wellbeing and ability to recommence/sustain work.
Have you investigated whether there are any recruitment EOI pools you can be listed on? For temporary or permanent roles.
(Last year I spent half the year on various temp transfer roles as a way of getting myself out of the environment; this was before things got more serious).
Stigma around mental health is a really mixed thing ive found. I find there is a lot of messaging from the top down around looking after both mental and physical health, but at the daily-grind level I find it very much differs based on the manager. I have found managers in my area to be quite open and accepting of people having mental health diagnosis - i know a couple of workmates have bipolar for example, and sometimes they may be off work for a few weeks or a month. I only know because they have self-disclosed; its never been said their work absence is due to their MH - privacy on that has been respected. For myself, I am not aware of managers ever disclosing my MH challenges to others either.
If they did this, I would certainly report it to HR whilst also respectfully addressing it with the person and giving them the opportunity to learn (if a mistake) and apologise.
For me, that harder challenge is the "talking behind your back". I wish I could say it never happens; ive seen it done to others. I've had it done about me too. And what's worse? I dont feel I can raise it with the person directly without the person who told me about it getting into the "bad books" for warning me / letting me know. I did let HR know though - because I was already talking to them about the other work environment problems.
My word of encouragement for the issue of people talking behind your back though is...
Those people often have a reputation for gossip and being judgemental. Others generally know what theyre like, and judge for themselves.
I ask myself "if someone listens and believes and judges from that basis, would I want to work with them?" For me, the answer is "no". So if someone discriminates because they hear i have mental illness, then that is actually saving me from another hurtful/toxic environment.
If the person rolls their eyes and ignores and decides to judge me for what they see and/or my wider professional reputation, then that is likely to be a much safer and healthier environment for me.
I am currently on a temporary transfer away from my "toxic" environment, with no plan to return to it. My current boss knows I sought this temp role in order to get away from some harmful behaviours, and they do not think less of me because I had difficulty coping with it. They are aware that if I face stressful behaviours in the role that I may require budget-funding for additional workplace supports, and that is something I can ask for if that happens. And I didnt have to get HR involved for this conversation to occur either! That's just the manager being a caring and real human.
I kept my eye on both temp roles and permanent roles available. I did consider some that were one level below my current level if they offered experience in something I want to increase skill in (and knowing if it was a permanent position I would likely get opportunity for a promotion in that line of work without difficulty after a year or so). - although I didnt end up going for any of those.
My challenge was/is that IT pays better than Admin, and so a horizontal at-level transfer is difficult because i do not have the management experience that would be expected at my level in an admin-stream. I could get a promotion to the next level if I stayed in an IT-stream, but instead I am prioritising at-level horizontal transfer into an admin-stream so I can get out of IT and build that management experience instead. ☺️ the next level in IT would only widen the gap for future horizontal transfers.
Is there any specific Execs you know of who are said to be great to work for/with?
I hear that is one of the risky things with EA/EO roles that the Exec can change and can get a horrible one. 😣
If there is good ones you know of, could you try building a professional network relationship with the other Exec support staff in that team? Sometimes this can help to be aware of any short-term transfer opportunities and build your reputation as a desirable future staff member. ☺️
Im not sure about your gov org, but mine does have allowance for at-level transfer by direct appointment for existing permanent employees. Its rarely used (for transparency), but it can be used and i think if you have HR backing for the need for a transfer that could also help with requesting a direct appointment, esp if the receiving team really want you specifically. ☺️
(That's how I got my current temp role, but if it becomes permanent im not sure if they will do recruitment process or direct appointment).
