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  • 12 November 2024
  • 3 months

Supporting Employees with Diabetes in the Workplace

Emily Fournier

Marketing and Communications Manager

November 14 marks World Diabetes Day, an annual event to increase awareness of diabetes—a major and rapidly growing health issue worldwide. Diabetes, a chronic condition currently affecting over half a billion people (about 10% of the global population), is projected to impact over 960 million people within the next 20 years. Consequently, organizations are beginning to prioritize diabetes management in employee health benefits. 

Diabetes is preventable and manageable, yet misconceptions and stigma surrounding the disease hinder its effective management. This year’s World Diabetes Day theme, set by the Pan American Health Organization, is “Education to Protect Tomorrow,” encouraging better education on diabetes for both healthcare providers and the general public. 

To support diabetes prevention and management in the workplace, employers need to implement educational initiatives, raising awareness about the disease, its causes, and its impact on health. Understanding diabetes can reduce stigma and help both those diagnosed and those at risk feel more informed. 

Understanding Diabetes 

Diabetes is a chronic metabolic disorder involving high blood sugar levels due to insulin issues. Type 1 diabetes is characterized by the pancreas’s inability to produce insulin, whereas Type 2 stems from the body’s insufficient insulin use. Uncontrolled diabetes can lead to complications affecting the cardiovascular, nervous, and sensory systems, potentially resulting in severe outcomes like heart disease, kidney damage, blindness, and even death. 

Diabetes is particularly challenging to manage because many people with diabetes (PWD) are undiagnosed, and blood sugar monitoring is often time-consuming and costly. In the U.S., around 37 million people (11 percent of the population) have diabetes, with many unaware of their condition. Globally, one person dies every five seconds from diabetes-related causes. 

The Impact of Stigma 

Stigma associated with diabetes contributes to difficulties in managing the disease. Common misconceptions—such as viewing diabetes as a consequence of poor lifestyle choices—can discourage individuals from seeking help. Fear of judgment may prevent some from disclosing their condition at work, making it harder for them to manage their health effectively. 

This stigma also means that people who do not fit the stereotypical image of someone with diabetes may overlook their own risk, leading to late diagnosis and increased health complications. 

Diabetes in the Workplace 

Diabetes significantly impacts workplace productivity and health care costs. In the U.S., diabetes-related healthcare spending costs employers over $20 billion annually, and globally, diabetes expenses are expected to reach $1 trillion by 2030. Employees with Type 2 diabetes experience an 11-19 percent loss in productivity and miss more workdays than their colleagues. Lack of diabetes support in the workplace also contributes to low morale among employees who feel unsupported. 

Employer’s Role in Diabetes Management 

Employers have a critical role in diabetes prevention and management. Contrary to common misconceptions, risk factors for Type 2 diabetes include environmental and occupational factors—such as high job demands, work stress, and lack of access to healthy food options—rather than simply personal lifestyle choices. To address this, employers can create a supportive environment by implementing programs and policies that promote health and well-being. 

Here are several strategies that employers can adopt: 

  • Health Screenings: As discussed in one of WPO’s new toolkits, “Incentives to Keep Employees Heart Healthy in the Workplace,” providing employees with access to on-site biometric screenings—which cover not only blood sugar but blood pressure, cholesterol, BMI, and waist circumference—can be a huge help in both allowing and encouraging employees to look after their physical health, especially those with Type 2 diabetes. 
  • Education and Awareness Campaigns: Educating employees about diabetes can dispel myths and reduce stigma. Campaigns can inform employees about diabetes risk factors, symptoms, and management options. Programs like WPO’s Wellness Coaching offer diabetes-specific training that helps employees learn about causes, prevention, and management strategies. 
  • Training for Blood Sugar Management: Training all employees on diabetes management, including recognizing symptoms of high and low blood sugar, can help create a safer and more supportive environment. This training is especially crucial because low blood sugar incidents can lead to confusion and disorientation, requiring immediate intervention. 
  • Providing Accommodations: Workplaces can support diabetic employees by offering accommodations such as private spaces for blood sugar testing and insulin administration, access to healthy snacks, flexible scheduling, and rest areas. These accommodations enable employees to manage their health while staying productive. 
  • Expanding Benefits for Diabetes Management: Arguably one of the most important strategies that employers can adopt is enhancing their benefits offerings to include solutions aimed specifically at supporting those with diabetes—namely, diabetes management programs. Studies show that investing in a diabetes management program produces a considerable ROI: reducing medical costs, boosting productivity, and reducing absenteeism. In a 12-week study of nearly 600 diabetic employees, for instance, researchers found that employees who received assistance with managing their diabetes were more productive on the job and stayed with the organization longer than those who did not manage their blood sugar levels. 
  • Promoting a Healthy Workplace: While part of the accommodations that employers should offer to their diabetic employees include access to healthy foods and opportunities for physical activity, the buck doesn’t need to stop with them. Instead, creating a healthy workplace for all will not only aid in the management of diabetes, but also in its prevention. More importantly, it will also create a sense of solidarity between employees with diabetes and those without. 
  • Addressing Discrimination: Finally, employers should implement policies that explicitly protect against health-based discrimination. Using respectful, person-first language (e.g., “people with diabetes” instead of “diabetics”) also demonstrates inclusivity. Given that nearly 80 percent of people with diabetes report experiencing stigma, an anti-discrimination policy can encourage individuals to disclose their condition without fear of mistreatment. 

A Healthier Future for All 

Creating a supportive, diabetes-friendly workplace benefits both employees and employers by improving morale, reducing absenteeism, and promoting better health outcomes. Providing diabetes-related education, accommodations, and health benefits can transform workplaces into inclusive environments that empower employees to manage their health effectively. 

As the diabetes epidemic grows, employers have a unique opportunity to make a positive impact through education, supportive policies, and inclusive health benefits. By fostering a workplace culture that values health, employers can help mitigate the challenges of diabetes while enhancing overall employee well-being. 

Workplace Options helps employees balance their work, family, and personal needs to become healthier, happier, and more productive, both personally and professionally. The company’s world-class employee support, effectiveness, and wellbeing services provide information, resources, referrals, and consultation on a variety of issues ranging from dependent care and stress management to clinical services and wellness programs. Contact us to learn more. 

This content is intended for general information only. It does not provide specific direction, advice, or recommendations. You may wish to contact an appropriate professional for questions concerning your particular situation.

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