Expert Support
The decision to disclose
Cheryl McClellan, MDA Human Resources Consulting
Carolyn Griffith was alone at home when she got the news she’d been dreading. She had MS. Shocked and in tears, the first call she made was to her husband – the second was to her manager at work. Carolyn’s manager stayed on the phone with her, comforting her until her husband came home. Since then, her manager has been a pillar of strength, supporting and encouraging Carolyn as she’s learned to cope with her disease.
For Carolyn, the decision to tell her employer about her MS was easy. She has a good relationship with her manager and her workplace is both progressive and supportive. But other people are not so willing to take their MS public, especially at work. “I don’t want people gossiping about me and treating me differently,” says one woman, who prefers to remain anonymous because she has not disclosed her diagnosis to her employer. “I don’t want to get a promotion because people feel sorry for me or be denied one because people think my abilities are limited. I want to be judged on my own merits and MS isn’t a factor in that.”
She has told a couple of her colleagues but only because she trusts them to keep her secret. She willingly admits that her confidants have been very understanding and have not changed the way that they deal with her at work. Yet, the worry lingers. Fiercely determined to keep MS from derailing her career, she’s decided to keep her diagnosis under wraps until circumstances make disclosure absolutely necessary.
Look for workplace indicators
Choosing to tell your employer about your MS is a decision that is as individual, and often as complex, as the disease itself. There are many factors to take into consideration, from the extent and frequency of your symptoms to the corporate culture of your employer. Cheryl McClellan, a senior human resources professional with MDA Human Resources Consulting, suggests that you look for indicators in your workplace that will help you gauge your employer’s response. Is there a collaborative working environment in your company? Are employees encouraged to discuss problems openly? Do managers listen to employees and welcome a two-way dialogue? Are there others in the company with disabilities– if so, how have they been accommodated? Evaluating the values, attitudes and standards of behaviour in your organization will help you decide how receptive your managers and colleagues will be to your situation.
Before making a decision to disclose, Cheryl also advises you to review the insurance coverage and benefits provided by your employer. You can get this information from the Human Resources (HR) department in your organization or from your manager or supervisor. Reviewing your benefits package will help you understand the options available to you, especially if you have medical expenses to cover or need time off work. Some employers also offer an Employee Assistance Program (EAP), which is a service purchased from an external organization that provides support and counselling to employees. EAPs are excellent resources and their advisors are well qualified to help you with any decisions affecting your work. More importantly, EAPs are completely confidential and under no obligation to share information with your employer, so you are always in control of your personal information.
Accommodation is a win-win
Legally, you aren’t obligated to reveal your MS at work unless you are at risk of harming yourself or others. But, if your symptoms affect your ability to do your job, it would be in your best interests to discuss the situation with your employer. Carolyn told her manager about her MS right away but kept her diagnosis from her colleagues– not because she was afraid of their reaction but because talking about it upset her too much.
At the time, she was a Territory Manager with Nestlé Canada, responsible for a portfolio of nutritional products. She spent her days travelling to sales appointments with healthcare practitioners and buyers. When MS started to interfere with her ability to talk and travel, she knew she had to tell her sales team.
“Everyone was very understanding and helped me as much as they could,” explains Carolyn. “Nestlé allowed me to adjust my workload so that I handled my sales responsibilities in the morning, when I had more energy, and focused on administrative work in the afternoon. Eventually, they accommodated my needs by moving me to a job where I can work from home most days.” By being flexible and creative in their approach, Nestlé was able to retain Carolyn as a valuable and productive member of its sales group, yet allow her to manage her work responsibilities in a way that maintains her quality of life – clearly a win-win situation.
Organizations are becoming more progressive
With 20 years of experience in HR, Cheryl has seen working environments gradually improve for people with disabilities. She feels that employers are beginning to understand chronic illnesses better and are more responsive to the needs of their employees. Every province in Canada now has legislation that protects the rights of employees and allows them to ask for special arrangements or “accommodations,” to help them fulfill their job requirements. Employers must respond by modifying the work environment, supplying appropriate tools and resources, and/or by moving employees to positions better suited to their abilities. “Small accommodations can make a big difference in an employee’s productivity,” remarks Cheryl. “Many accommodations cost less than $500 and can keep an employee working effectively for a long time.”
Insurance coverage has also become more flexible and employee-focused over the years. You may find that your insurance package allows you to work part-time while collecting disability benefits or to cover shortfalls in your drug or health coverage by combining medical benefits with your spouse. You may also qualify for insurance benefits from the government if you’re unable to work because of a disability.
While the decision to disclose your MS diagnosis is an intensely personal one, you can explore your options knowing that your rights are protected, there are resources available to assist you, and that your employer shares the responsibility for helping you stay productive for as long as possible.
Article reprinted with permission from Rendezvous.
