Keeping illness a secret. In the last two posts we discussed the problem of chronic illness being stigmatized by secrecy.
Research shows that most employees do not monitor or maintain their chronic conditions at work because they don’t want people to know they are ill. What’s worse, resources that could help the ill employee are not being accessed because little or no conversation is taking place between employees and their managers.
To complicate matters, employees also have the right to confidentiality, making it even more difficult to talk openly about chronic illness in the workplace. But just because it’s a challenge doesn’t mean there’s nothing you can do.
Here are six ideas to help foster that openness and get employees the resources they need to battle their chronic conditions both physically and mentally.
1. Awareness Days
Chronic illness awareness training should start with the managers and HR professionals. If they’re not on board or don’t understand the importance of dealing with these issues you are going to have a problem getting employees to buy into it. Once they understand, its time to take your communication to the rest of the organization. Recognize things like Invisible Illness Awareness Week, Mental Illness Awareness Week. Do lunch-and-learns with health practitioners. While these aren’t the be-all-and-end-all of your chronic illness program, it will show employees that your organization values their health and it’s something that can talk about with you.
2. Re-name your Sick Room
If you have an employee “sick room”, think about changing it to a “wellness room”. The cynical amongst you may scoff at this, but the change should include more than just a name. Send out communications reminding employees that there is a private place where they can take medication, monitor their condition or rest from dizziness or fatigue. Remember, your goal here is to remind them to take care of themselves and give them the resources to do that.
3. Use Your Committees
your committees can add their influence
Perhaps you already have a health committee or diversity committee at work. Solicit a call for individuals with invisible illness to step forward (if they’re comfortable) to serve on these committees so that they can speak to many of the issues that those with chronic illness face.
4. Find a Champion
We know that approximately 1 in 3 working aged North Americans have a chronic illness – so many of your supervisors and managers will be among them. Is one of them willing to come forward to tell their story? If you can get someone in the company who your employees admire to “come out of the closet” with their illness – other employees will as well. If your champion reveals how they maintain or treat their condition while they are working, it will inspire others to take responsibility and do the same thing.
5. Institute a Buddy System
This is similar to the champion model discussed above but is more widespread. If you already have employees who are open about their illness at your workplace, ask them if they would be interested in being a buddy to someone else who is struggling with a similar illness (assuming all parties agree to disclosure of their illness of course). I can attest to the fact that working alongside people with similar health conditions makes a person more comfortable, confident and understood at work.
6. Use Your EAP
Now that your employees have come forward with their illness, remind them there are resources available to help them with the emotional stress and physical difficulties of juggling both their wellness and their careers. If you have an Employee Assistance Program that might be a good place to start.
7. Find a Chronic Illness Coach
The EAP will probably work for some people, and if it’s already part of your company wellness plan it’s a good place to start. However, I know from experience that sometimes the professional provided by the EAP just isn’t cut out to deal effectively with problems involving serious chronic illness. Chronic illness coaches specialize in this subject, and what’s even better is that the majority of them have battled a chronic illness themselves. While this is a relatively new field there are excellent coaches such as Rosalind Joffe and myself who provide effective coaching both in person and over the phone to people all over the continent. Using a specialist like a chronic illness coach is probably the most effective way to help chronically ill employees deal with their unique challenges.
