Supervisors must take care in sharing private medical information, while also educating employees about what a health condition might mean for certain work situations. Nick Worth, 42, works early mornings for a program that stocks Naval ships with groceries. He has had epilepsy since the fifth grade. “I was always determined to get ahead, but the seizures have never been under complete control,” he says.
Worth says that he was not afraid of sharing his condition with others, and that he was interested to see how his coworkers would react. “This job made me aware of the fact that people really care about me on the job. That aspect is lovely. I do believe that I would be miserable if I were not working. I have learned to be more comfortable in my workplace,” he says.
His supervisor at Ship Provision, Allen Bordley, says that although Nick has epilepsy, the team is aware and prepared if he has a seizure on the job.
“With his permission only, we would alert the team members and team leaders assigned with him that day. We have had some medical situations in the past, and what we did is remained calm and contacted medical on the ship for assistance. We also contacted his wife and updated her on his status,” he says.
The Ship Provision program, through The Arc of the Virginia Peninsula, includes training on working with people with chronic illnesses and disabilities. Bordley says that despite the challenges, there are definitely positives, such as team cohesiveness and the willingness to work together.
Because there are many different kinds of chronic illnesses, it’s important to get a basic understanding of the disease. Some conditions, like epilepsy, diabetes, asthma or heart disease can be managed long term. Others are progressive, like autoimmune diseases or dementia. Learning about the condition can be helpful in order to understand what the coworker is going through. If you do read up on your coworkers condition, don’t assume that you can give them medical advice; the purpose would be to help understand what they might be going through.
The Patient Advocate Foundation in Hampton provides information for patients and Erin Moaratty, Chief of mission delivery, shares tips for those working with a chronic illness or working with someone who has one.
“A coworker diagnosed will be experiencing a myriad of emotions from shock, worry, fear, anxiety, guilt, loneliness, sadness, helplessness and even anger. On top of their diagnosis and treatment plan decisions they are probably going to face physical pain in addition to the emotional strain of diagnosis. Along with a major diagnosis come other difficulties, such as financial, insurability, fear of losing their job or reduction in income, and/or family strain exacerbating an already difficult situation,” she says.
She recommends that both supervisors and coworkers create an environment where anyone experiencing a chronic health condition is comfortable sharing their needs. “Build a program that allows patients to feel as normal as possible and meets their actual needs which may be as simple as including them in the things you used to do,” she says.
Moaratty says that after you learn of a coworker’s medical condition, you should base your response on your relationship. “If you are close friends with a coworker and you’ve spent breaks and lunches together for years, that’s bound to be different than what you say to a coworker with whom you wait for the elevator and exchange small talk. Offering to make a dinner, supplementing a gift of flowers or signing a card maybe more appropriate in the case of an acquaintance,” she says.
Sometimes support involves creating an environment that is flexible. John Trindle works as a programmer for Northrop Grumman and was diagnosed with Crohn’s disease over 15 years ago. His immediate supervisors know about his condition—which often includes digestive flare-ups —and he says they understand his need for flexibility.
“I get plenty of slack from my immediate boss for cutting out of a meeting for 30 minutes, which would be generally unacceptable from someone else,” he says.
Besides dealing with flare-ups, people living with Crohn’s disease often follow a special diet. Trindle says that one of the tricky things that come up in the regular course of business are work meals. “The working lunch meetings often feature things like pizza or other greasy food which I can’t really eat. The veggie alternative might have too much roughage. So, in the end, I have to take time off to eat outside the ‘working lunch’ or just skip a meal.” When there’s a group to consider, like a birthday lunch, Trindle says that he tries to read a menu ahead of time to find suitable dietary options.
Becky Hughson, Trindle’s supervisor, builds a team attitude that everyone will have challenges, but that by working together, they can still get the job done. “As a mother of young children, I encounter a variety of situations where I have to miss work unexpectedly, probably as often as or more often than anyone battling a chronic condition. From my perspective we all have lives outside of work and that has to be worked around the best we can,” she says.
Hughson says that the office is fairly close-knit and that helps no matter what someone is going through. “Within our team, at least, I think that everyone is aware of each other’s lives and struggles. We also work with teammates from other offices and companies though. When John, or anyone else, is out for any reason, I simply inform the team that they are unavailable. It doesn’t seem necessary to provide details on why,” she says.
“This job made me aware of the fact that people really care about me on the job. That aspect is lovely. I do believe that I would be miserable if were not working. I have learned to be more comfortable in my workplace.”
In terms of managing workload, Hughson says that she tries to have people who can fill in for each other. “I have to determine which tasks can wait and which need to be addressed immediately. I think it is good practice to have back-ups for everyone as much as possible, though it can be difficult at times because each person has their own talents. I encourage the team to work together so that if someone is out the other can step in to assist,” she says.
Hughson hopes to continue this team support for people with chronic illnesses or any health challenges. “We have another coworker battling cancer. We all loved him before he had these problems and continue to support him through his battle. I hope that knowing that he has an extra 30 people ready, willing and able to support him and his family helps him in some way,” she says.
Licensed counselor Don Martin from Optima’s Employee Assistance Program says that it’s common when a person is first diagnosed with an illness for offers of care and support flood in, but this immediate attention often fades over time. With a chronic illness that spans months, if not years, it’s important to offer only what you can commit to. “Many people need more support later, so if you offer to help, be prepared for the whole duration,” Martin says.
He cautions that knowing a coworker’s health situation shouldn’t change your relationship or how you see them. “Don’t forget that they are the same person, they are not the disease. It’s important to be careful how we talk about them,” Martin says.
With good communication and workplace flexibility, people living with chronic conditions can feel supported and able to work with the team to get the job done. As Houghson says, at times, any one of us could need that support or flexibility.