The Beatles at the BBC in 1966. Photograph: Getty Images
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Why I didn't tell the whole truth about the Beatles

Hunter Davies admits he played his part in continuing the band's carefully cultivated image.

I can’t remember where I was in 1971 when I first read Jann S Wenner’s brilliant interviews in Rolling Stone magazine with John Lennon. (They later came out as a book, which is still in print, and are probably the best interviews John ever gave.) I do remember a bit of jawdropping admiration and, yes, jealousy that Wenner had managed to get so much out of him. He’d obviously caught John at a good moment, when he was raging against the world in general and the Beatles in particular. He said that their manager Brian Epstein had forced them into suits and that they’d “sold out”. And he attacked Paul: “When Paul was feeling kind, he’d give me a solo.” Most of all, he rubbished himself, saying what a bastard he had been.

I was enjoying all this when Wenner suddenly asked John about my book, The Beatles: the Authorised Biography, first published in 1968. “Well, it was really bullshit,” said John. He went on to explain that had omitted“the orgies and shit that happened on tour” and that I had allowed his aunt to take stuffout. It was the word “bullshit” that jumped out. I’m sure it gave huge pleasure to all theother Beatles hacks at the time but over the years it has largely been forgotten.

I barely remembered how hurt I had been at the time until, several times in the past few weeks, I was asked about that “bullshit” remark. A Polish TV crew, a German presenter and an Australian radio interviewer all dragged it up. Then, blow me, there came a fourth reference, by the charming but deadly Mariella Frostrup on Radio 4’s Open Book. It wasn’t to the word  “bullshit” or directly to Wenner’s interview but she did ask why I hadn’t given details of all the groupies. After all these decades.

In 1971, I rang John up in New York shortly after the interview appeared and he just laughed. “You know me, Hunt, I just say anything that comes into me head.” And it is true that he admitted to Wenner that he often doesn’t make sense. “We all say a lot of things that we don’t know what we are talking about. I’m probably doing it now . . .”

I reminded him that it was he who had asked me to make a change in the book. His Aunt Mimi, who had brought him up, had somehow got hold of a manuscript and was maintaining that John had never stolen or sworn or had fights in his childhood – and she didn’t want any of that in the book. So I went to see her in Bournemouth and explained that that was John’s memory and I could not alter it. I took nothing out but calmed her down by adding a sentence at the end of the chapter on his childhood in which I quoted her saying: “John was as happy as the day was long.” The only sentence I did delete was one
John had asked me to remove – a disobliging remark about a man who later became the partner of his mother, Julia (John had called him “Twitchy”). Paul and Ringo had no objections but George did moan a bit, saying he wanted more written about his views on Hinduism and his spiritual beliefs. I refused to add any more, saying it would unbalance the biography.

When the book first came out, it was considered quite daring and revealing, especially in the US, where the New Yorker’s review said it “does not shy away from any mean and gritty little facts”. I had the Beatles using the word “fuck”, most unusual in a popular book at the time, and also included references to their use of LSD and to how Brian Epstein was a “gay bachelor”. While I was writing the book, homosexuality was still against the law but Brian, by this time, was dead and his mother, Queenie, was unaware of the new use of the word “gay”. I felt it was relevant, as it helped explain why Brian, a middle-class publicschool boy who liked Sibelius, was so fascinated by John. (John and Brian had a holiday abroad, just the two of them, during which, according to John, they’d had a one-night stand. I didn’t believe him, assuming he was just exaggerating for effect. I still don’t know whether it was true or not.)

I have to admit, though, that I didn’t mention groupies in the book or make any references to what happened in dressing rooms and hotel bedrooms in the UK and around the world. Should I have done? No one asked me at the time to omit such things. It was my decision. Three of the Beatles were married, happily as far as I could see, while Paul was engaged to Jane Asher. It seemed unfair to embarrass them by going into what had happened while they were touring, which they had now given up. Most people over the age of 25 in the 1960s were aware of what happened between rock stars and groupies. I felt no need to go into it.

A few years later, John was owning up about the orgies, to Wenner and others, and about what beasts they’d all been – the Beatles and most pop stars of the time and DJs, too – despite their lovely, if cheeky, image.

I recently discovered, for example, the origin of the phrase “I am the egg man”, used by John in the song “I Am the Walrus”. It seems it referred to another well-known singer of the time with whom John had indulged himself at the expense of groupies and whose speciality was giving drugs to young girls, stripping them naked, then breaking eggs over their bodies.

I suppose, looking back, that although I did reveal a few warts, on the whole I subscribed to the carefully cultivated image of the Beatles. Bullshit, or what?

“The Lennon Letters” edited by Hunter Davies is published by Weidenfeld & Nicolson (£25)

Hunter Davies is a journalist, broadcaster and profilic author perhaps best known for writing about the Beatles. He is an ardent Tottenham fan and writes a regular column on football for the New Statesman.

This article first appeared in the 29 October 2012 issue of the New Statesman, Something Rotten

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“I felt so frantic I couldn’t see my screen”: why aren’t we taking mental health sick days?

Some employees with mental health problems fake reasons for taking days off, or struggle in regardless. What should companies be doing differently?

“I would go to the loo and just cry my eyes out. And sometimes colleagues could hear me. Then I would just go back to my desk as if nothing had happened. And, of course, no one would say anything because I would hide it as well as I could.”

How many times have you heard sobbing through a work toilet door – or been the person in the cubicle?

Jaabir Ramlugon is a 31-year-old living in north London. He worked in IT for four years, and began having to take time off for depressive episodes after starting at his company in 2012. He was eventually diagnosed with borderline personality disorder last January.

At first, he would not tell his employers or colleagues why he was taking time off.

“I was at the point where I was in tears going to work on the train, and in tears coming back,” he recalls. “Some days, I just felt such a feeling of dread about going into work that I just physically couldn’t get up ... I wouldn’t mention my mental health; I would just say that my asthma was flaring up initially.”

It wasn’t until Ramlugon was signed off for a couple of months after a suicide attempt that he told his company what he was going through. Before that, a “culture of presenteeism” at his work – and his feeling that he was “bunking off” because there was “nothing physically wrong” – made him reluctant to tell the truth about his condition.

“I already felt pretty low in my self-esteem; the way they treated me amplified that”

Eventually, he was dismissed by his company via a letter describing him as a “huge burden” and accusing him of “affecting” its business. He was given a dismissal package, but feels an alternative role or working hours – a plan for a gradual return to work – would have been more supportive.

“I already felt pretty low in my self-esteem. The way they treated me definitely amplified that, especially with the language that they used. The letter was quite nasty because it talked about me being a huge burden to the company.”

Ramlugon is not alone. Over three in ten employees say they have experienced mental health problems while in employment, according to the Chartered Institute of Personnel and Development. Under half (43 per cent) disclose their problem to their employer, and under half (46 per cent) say their organisation supports staff with mental health problems well.

I’ve spoken to a number of employees in different workplaces who have had varying experiences of suffering from mental ill health at work.

***

Taking mental health days off sick hit the headlines after an encouraging message from a CEO to his employee went viral. Madalyn Parker, a web developer, informed her colleagues in an out-of-office message that she would be taking “today and tomorrow to focus on my mental health – hopefully I’ll be back next week refreshed and back to 100 per cent”.

Her boss Ben Congleton’s reply, which was shared tens of thousands of times, personally thanked her – saying it’s “an example to us all” to “cut through the stigma so we can bring our whole selves to work”.

“Thank you for sending emails like this,” he wrote. “Every time you do, I use it as a reminder of the importance of using sick days for mental health – I can’t believe this is not standard practice at all organisations.”


Congleton went on to to write an article entitled “It’s 2017 and Mental Health is still an issue in the workplace”, arguing that organisations need to catch up:

“It’s 2017. We are in a knowledge economy. Our jobs require us to execute at peak mental performance. When an athlete is injured they sit on the bench and recover. Let’s get rid of the idea that somehow the brain is different.”

But not all companies are as understanding.

In an investigation published last week, Channel 5 News found that the number of police officers taking sick days for poor mental health has doubled in six years. “When I did disclose that I was unwell, I had some dreadful experiences,” one retired detective constable said in the report. “On one occasion, I was told, ‘When you’re feeling down, just think of your daughters’. My colleagues were brilliant; the force was not.”

“One day I felt so frantic I couldn’t see my screen”

One twenty-something who works at a newspaper echoes this frustration at the lack of support from the top. “There is absolutely no mental health provision here,” they tell me. “HR are worse than useless. It all depends on your personal relationships with colleagues.”

“I was friends with my boss so I felt I could tell him,” they add. “I took a day off because of anxiety and explained what it was to my boss afterwards. But that wouldn’t be my blanket approach to it – I don’t think I’d tell my new boss [at the same company], for instance. I have definitely been to work feeling awful because if I didn’t, it wouldn’t get done.”

Presenteeism is a rising problem in the UK. Last year, British workers took an average of 4.3 days off work due to illness – the lowest number since records began. I hear from many interviewees that they feel guilty taking a day off for a physical illness, which makes it much harder to take a mental health day off.

“I felt a definite pressure to be always keen as a young high-flyer and there were a lot of big personalities and a lot of bitchiness about colleagues,” one woman in her twenties who works in media tells me. “We were only a small team and my colleague was always being reprimanded for being workshy and late, so I didn’t want to drag the side down.”

Diagnosed with borderline personality disorder, which was then changed to anxiety and depression, she didn’t tell her work about her illness. “Sometimes I struggled to go to work when I was really sick. And my performance was fine. I remember constantly sitting there sort of eyeballing everyone in mild amusement that I was hiding in plain sight. This was, at the time, vaguely funny for me. Not much else was.

“One day I just felt so frantic I couldn’t see my screen so I locked myself in the bathroom for a bit then went home, telling everyone I had a stomach bug so had to miss half the day,” she tells me. “I didn’t go in the next day either and concocted some elaborate story when I came back.”

Although she has had treatment and moved jobs successfully since, she has never told her work the real reason for her time off.

“In a small company you don’t have a confidential person to turn to; everyone knows everyone.”

“We want employers to treat physical and mental health problems as equally valid reasons for time off sick,” says Emma Mamo, head of workplace wellbeing at the mental health charity Mind. “Staff who need to take time off work because of stress and depression should be treated the same as those who take days off for physical health problems, such as back or neck pain.”

She says that categorising a day off as a “mental health sick day” is unhelpful, because it could “undermine the severity and impact a mental health problem can have on someone’s day-to-day activities, and creates an artificial separation between mental and physical health.”

Instead, employers should take advice from charities like Mind on how to make the mental health of their employees an organisational priority. They can offer workplace initiatives like Employee Assistance Programmes (which help staff with personal and work-related problems affecting their wellbeing), flexible working hours, and clear and supportive line management.

“I returned to work gradually, under the guidance of my head of department, doctors and HR,” one journalist from Hertfordshire, who had to take three months off for her second anorexia inpatient admission, tells me. “I was immensely lucky in that my line manager, head of department and HR department were extremely understanding and told me to take as much time as I needed.”

“They didnt make me feel embarrassed or ashamed – such feelings came from myself”

“They knew that mental health – along with my anorexia I had severe depression – was the real reason I was off work ... I felt that my workplace handled my case in an exemplary manner. It was organised and professional and I wasn’t made to feel embarrassed or ashamed from them – such feelings came from myself.”

But she still at times felt “flaky”, “pathetic” and “inefficient”, despite her organisation’s good attitude. Indeed, many I speak to say general attitudes have to change in order for people to feel comfortable about disclosing conditions to even the closest friends and family, let alone a boss.

“There are levels of pride,” says one man in his thirties who hid his addiction while at work. “You know you’re a mess, but society dictates you should be functioning.” He says this makes it hard to have “the mental courage” to broach this with your employer. “Especially in a small company – you don’t have a confidential person to turn to. Everyone knows everyone.”

“But you can’t expect companies to deal with it properly when it’s dealt with so poorly in society as it is,” he adds. “It’s massively stigmatised, so of course it’s going to be within companies as well. I think there has to be a lot more done generally to make it not seem like it’s such a big personal failing to become mentally ill. Companies need direction; it’s not an easy thing to deal with.”

Until we live in a society where it feels as natural taking a day off for feeling mentally unwell as it does for the flu, companies will have to step up. It is, after all, in their interest to have their staff performing well. When around one in four people in Britain experience mental ill health each year, it’s not a problem they can afford to ignore.

If your manager doesn’t create the space for you to be able to talk about wellbeing, it can be more difficult to start this dialogue. It depends on the relationship you have with your manager, but if you have a good relationship and trust them, then you could meet them one-to-one to discuss what’s going on.

Having someone from HR present will make the meeting more formal, and normally wouldn’t be necessary in the first instance. But if you didn’t get anywhere with the first meeting then it might be a sensible next step.

If you still feel as though you’re not getting the support you need, contact Acas or Mind's legal line on 0300 466 6463.

Anoosh Chakelian is senior writer at the New Statesman.

This article first appeared in the 29 October 2012 issue of the New Statesman, Something Rotten