Chronic health conditions are not exclusive to older workers – they are issues for the entire workforce, regardless of age. Photo: BPGS.
Dan Schawbel says many workers are afraid that living with a chronic condition may harm their career prospects. He suggests a more caring approach from employers can lead to reduced stress and greater productivity.
About 14.4 million Australians, or 61 per cent of the population, are living with at least one chronic health condition – more than ever before.
Chronic illnesses can include hypertension, diabetes, high cholesterol, obesity and heart disease, all of which impact quality of life, capacity to thrive, and the ability to be successful at work.
A new study from my company, Workplace Intelligence, and One Medical, a membership-based primary care practice, explores the impacts of chronic conditions in the US workplace. We found that more than half of employees have at least one chronic condition, and three out of four said their health had either worsened or stayed the same over the past year.
These conditions were not exclusive to older generations like Baby Boomers. In fact, more than four out of 10 millennial and Gen Z workers said they were living with a chronic condition, underscoring the importance of this issue for the entire workforce, regardless of age.
In this article, I look at five key steps that employers can take to support their workers, across all generations, to better manage their overall health and chronic conditions.
Offer flexible work arrangements: Chronic conditions can cause fluctuating symptoms, from pain to fatigue to cognitive impairments, which can impact an employee’s ability to work.
By providing flexible work arrangements, such as adjustable schedules or the option to sometimes work from home, organisations make it possible for their employees to better manage symptoms, achieve work-life balance, reduce stress and even bolster their productivity.
Provide accommodating leave policies: For employees with chronic conditions, flexibility is essential when balancing work responsibilities with their medical needs.
When they have access to transparent, flexible leave options, employees can take time away for medical appointments, treatments or periods of illness without fear of repercussions or loss of income.
This, in turn, helps reduce stress for these employees and prevent burnout, ensuring they are set up for success at work.
Implement wellness initiatives: By promoting overall wellness in the workplace, employers help their entire workforce better prioritise their health.
Wellness initiatives can provide a wide range of physical, mental and emotional support, including gym memberships and subsidies, health screenings, stress management programs, mental health resources, nutrition counselling and more.
For employees with chronic problems, these initiatives can help them manage their conditions more effectively, improve their quality of life overall and reduce the impact of their illness on their work performance.
Prioritise workplace accommodations: For many with chronic conditions, the physical demands of the workplace can present challenges, even, and sometimes especially, for knowledge workers who spend most of their day at their desks.
Modified workstations, including ergonomic furniture and adjustable desks, can help meet employees’ physical needs, while quiet or private workspaces can support staff who struggle with sensory processing.
Employers should begin by asking their employees what kind of modifications would best support them in being more comfortable and successful in their roles.
Foster an inclusive, supportive culture: All of the above steps help contribute to a culture that is supportive and inclusive of employees with chronic illnesses.
Additionally, training, education and resources – especially for managers – can help raise awareness about chronic conditions and how best to support colleagues who have them.
Open communication is essential for employees so they can discuss their needs, concerns and challenges related to their chronic conditions.
A supportive culture is the first step to this communication, making sure employees feel truly comfortable when expressing their needs. As the number of individuals with chronic conditions continues to rise, it will only become more important that employers address the unique needs of their teams.
Whether Gen Z or Boomer, employees across the board struggle with conditions that challenge all aspects of their lives, including their careers.
Leaders who prioritise the diverse health needs of their employees will likely see productivity gains, more engaged employees, and increased retention.
By ensuring those with chronic conditions can thrive at work, employers will contribute to a more inclusive, equitable and healthy workplace for all.
Dan Schawbel is a bestselling author and managing partner of Workplace Intelligence, a research and advisory firm helping HR adapt to trends, drive performance and prepare for the future. This article is part of his Workplace Intelligence Weekly series.
