HR tips to support people with Type 1 and Type 2 diabetes in the workplace

We were pleased to be invited by HR Director magazine to comment on how employers can support people with diabetes, so that they can manage both their health and their work most effectively. 

 

It's important employers to remain vigilant about the experience of their staff who either have diabetes or are at risk of developing it. 

Overarching, the best interventions that an employer can provide are the ones that work best for the individual. Not everyone with diabetes has the same requirements; employees with diabetes may need some, all, or none of your help. This depends on their type of diabetes, how they are managing generally, whether there are other medical conditions to consider, and a whole raft of other aspects. 

 

To my mind, as with any person managing a health condition, having an open conversation with them is always the best place to start. Ask - what could you do together that would make their working day activities easier? 

 

Here are some things you, as an employer, could discuss with your employee. Again, this is not an exhaustive list and is certainly not needed for every situation, but we hope it’s helpful in your conversations 

 

✔️ Flexible working hours to allow for medical appointments and diabetes management 

✔️ Additional breaks for blood glucose monitoring, diabetes medication, and snacks 

✔️ A private, clean space for testing blood sugar levels and administering insulin 

✔️ Permission to keep diabetes supplies and food nearby - do they need a mini-fridge for insulin injections? 

✔️ Modifications to no-fault attendance policies 

✔️ Leave for diabetes treatment, recuperation, or education 

✔️ Option to work a modified schedule or standard work pattern instead of shifts 

✔️ Providing a chair or stool for employees with diabetic neuropathy 

✔️ Having the option of large screen computer monitors or assistive devices for those with diabetic retinopathy 

✔️ Designated parking spaces near building entrances to reduce physical strain 

 

✔️ Access to mental health professionals (three quarters of people with diabetes report poor mental health because of their illness) 

✔️ Provide employee health assessments, to monitor and spot risk factors 

✔️ Health and safety protocols for employees with diabetes who drive for work 

✔️ Occupational health advice 

 

✔️ Revisit policies on time off for medical appointments and diabetes education courses 

✔️ Adopt policies for pregnant employees with gestational diabetes who may need additional monitoring 

✔️ Consider diabetes-specific issues in workplace health and safety policies 

 

✔️ Manager training on diabetes awareness and support strategies 

✔️ Education and awareness campaigns about diabetes signs, symptoms, and risk factors 

 

What an employee needs may also change over time, so you’ll need to revisit how you can support them from time to time. 

 

The ultimate aim is for people with diabetes to feel they are supported. If they are happy and productive at work then that’s good for everyone.