Supportive Workplaces
Late last year I was fortunate to attend the Health-Supporting Workplace Breakfast at the Adelaide Oval. This is a new initiative, launched by Type 1 Voice, aimed at fostering the well-being of workers and how to lead the necessary changes for this to occur.
Type 1 Voice is an organisation whose aim is to equip, enable and empower everyone with type 1 diabetes. Their collaborative practices between Government, industry, schools, workplaces and the community is to be commended, and many other organisations could benefit from how they have established their organisation and the necessary networks.
I haven’t been to the Adelaide Oval before, let alone in one of the meeting rooms with the stunning view. I really enjoyed the opportunity, thank you Type 1 Voice.
So whilst some of the presentations focused on those with type 1 diabetes, the principles extend to all people who require additional support for their medical or disability needs, and similarly the people who care for them. For example, someone with type 1 diabetes who works at a checkout may need more frequent breaks to check their blood glucose level, and possibly eat something. Informing the employer of your needs can allow these accommodations to occur, but many people do not feel comfortable disclosing their condition and therefore are not afforded the supportive workplace conditions necessary for their health and well-being.
Similarly, an adult caring for a child with a disability may require their annual leave in smaller blocks, rather than one longer period of several weeks. This is because, on many occasions, the annual leave may be used to take a child to a therapy appointment. Therefore only one day maybe required at a time. This can be more difficult for employers because it creates less continuity in the workplace and can be impractical to fill one shift at a time. However, if it is what the employee needs and is still within their leave entitlements, it is not unreasonable.
In Australia there is a distinct correlation between culture and performance. We need to change workplace culture so that people know that it is okay to talk about things that matter. This would make all places of employment more supportive workplaces. I have also worked in a pharmacy, and instead of asking customers “How are you?”, instead I ask “How can I help you?” After all, they are coming into a place where they may not be feeling well and therefore, may not be okay. Within the Australian culture it is so ingrained people expect to be asked “How are you?” Therefore, customers frequently responded with “Good thanks” to my question “How can I help you?” We need to listen, and I mean listen, not just wait for a pause in the conversation so that you can then say what you want to say.
If we can change the perception to people being able to talk about things that matter, we will have less bystander apathy. By this I mean that, in supportive workplaces and indeed the community in general, the general perception is that ‘someone else will do it’. As the Lorax, from Dr Seuss said: “Unless someone like you cares a whole awful lot, nothing is going to get better. It’s not.”
In fact, if you don’t like change, you are going to like irrelevance a lot less. Things need to change, and people move with the changes. Otherwise things become irrelevant and are not what people need. However, workplace changes are ineffective if staff don’t know what they mean. You can have the best policies, but everyone needs to know what each and every one of them means. Otherwise there is no point in having them.
I hope that we can move towards supportive workplaces that have healthy, open discussions between employers and employees about how to best to help them regarding their medical needs and/or needs relating to their disability. I also want this to include the people who are carers for either an adult or a child with additional needs.