Welcome to part 11. I had issues with my last post so I hope this reaches everyone with no problems.
Today I am going to continue discussing Diabetes in the Workplace and I will concentrate on subjects such as discrimination, Diabetes Canada support for diabetics to be in the workplace and look at ways the Employer might be able to assist in making the workplace better for anyone with a chronic illness.
Diabetes Canada released a new position statement on Employment this spring. I include the reference here . Review of this document implies that even though diabetes does affect people in different ways, a person has the right to be assessed on their own merits and not as a group. The statement also identifies" that employers have the duty to accommodate employees with diabetes unless it would show undue hardship to the organization" or even to themselves I would add.
When I write the statement above, it makes me think of years ago when I tried to get disability insurance through my place of work at that time ( about 40 years ago). I was still young, had no diabetes complications, took care of myself, was in a health care environment, yet not even my professional organization was able to get me covered in the disability program that other professionals were able to purchase. I had one estimate of $1000.00 a month (yes a month) from a private insurer which I refused. My worry was not because of my diabetes, but heavens knows, I could be in an accident or become disabled in any way just like any other person. So I truly felt it was unfair and left it like that for the time. When I moved jobs however, I had the opportunity to be in a group plan and this took a big burden off my shoulders.
Unless you are applying for a job that would involve working in a safety-sensitive position, or unless health-related questions are directly related to a specific job requirement, you are not required to report medical information on an employment application or in an employment interview. However, if you are offered the job, the employer can ask questions about your health. The employer could ask for a health assessment to check that you can do the job.
Employment discrimination can happen in many forms such as job refusal, not allowing you to take breaks so you can have your snack and measure your blood sugar, or you are terminated after you have a hypoglycaemic reaction. Companies may have blanket policies such as "we don't hire people with diabetes" or perhaps "diabetes impairs the person to do the job correctly" and this should not be happening in today's world. I strongly suggest you take a moment to read the information on the Diabetes Canada Website .
In 1977, The Canadian Human Rights Act was designed to ensure equality of opportunity. It offers protection from discrimination on 11 different grounds, such as: age, sex, religion, color, disability and others.
If you believe you have been unfairly treated, before filing an official complaint with either Federal or Provincial Human Right Commissions Office, may I suggest you take a moment and teach your leader(s) and colleagues about diabetes. Lack of knowledge by your managers and co-workers is common and may account for some of the issues you have encountered.
Many companies are developing wellness programs for their staff in an attempt to reduce sick time, improve morale, and to help their employees have a better quality of life. This could be through diabetes management, diabetes prevention, or other chronic conditions such as arthritis and asthma for example. Check with your workplace if such programs exist and if not, make a suggestion and be willing to participate in planning such a program. This could be fun as well as rewarding. We know that everybody's disease affects them differently so don't let that discourage you from taking action. In diabetes management, activity, well balanced meals and having regular blood work and medical appointments are required for the majority of patients.
Below are some ideas on Workplace Accommodations for Employers to consider:
Provide a private place for people to administer their medication and check blood-glucose
Provide a safe place for storage of food, medications and testing supplies near the workstation or break area
Allow the employee some flexibility in their schedule to do testing or have a snack
Provide sharp containers in specific locations
Encourage physical activity for all staff
Provide healthy food options
Provide time to attend medical appointments
Offer smoking cessation programs for everyone
For anyone interested in helping to develop such a Wellness Program check out the Diabetes Canada Website and provincial programs for other diseases that might provide you with some good ideas.
Thanks to Anton Darius from Unsplash for allowing use of the above photo. Anton Darius@thesollers.
References:
1, Diabetes Canada on line- accessed May1st,2022
2.Benefits Canada online- accessed May 1st,2022
This blog is for information purposes only. If you are having issues in the workplace, do consult proper professionals for advice and direction.
#diabetes&workplace
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