Hi
@Betic84, Sorry to hear of your experience. Hypos can be embarrassing and any reminders from others is, in my view, a form of discrimination. I am speaking as a type 1 diabetic of 52 years who has dealt with management and HR in various jobs in Australia regarding my work conditions and complaints, but not from any professional viewpoint.
You would need
to take the issue up with your HR department or if becoming more serious and not sorted by HR then I guess with lawyer well versed in industrial law.
A local chapter of Diabetes UK might have some knowledge to share as well.
Also your union if you are a member can provide assistance.
With any approach to HR I would suggest taking a support person with you. That person is an observer who can witness what is said and also my observations to share with you latter. 4 eyes are better than 2 in seeing what facial expressions and phrases of speech are used and in remembering what was said so that any minutes made of the meeting a given to you can be verified or corrected. Biases in recording of minutes are legion. I have even requested meetings be tape recorded in the past after a particularly biased set of minutes are produced from one meeting. Whether that support person is a union rep or an independent friend is up to you.
Prepare well beforehand. A list of instances with persons present, what was said, where and when, and any witnesses is important to add substance to your compliant. And also why and how what was said, and the way it was said, distressed you. You can have notes to prompt you or make out a list and insist it be tabled as part of the meeting.
Provide information to assist HR. Pamphlets which can educate persons about what hypoglycaemia is, how it feels, what is done about it. As a slightly humorous aside: I recall seeing Diabetes Australia giving out lunchbox stickers for diabetic children: the stickers read: "I am diabetic, so do not pinch my lunch".
Try to have one solution or more to address the problem: HR personnel often ask for what ways could the matter be solved. This is a way of acknowledging that as the bringer of the complaint you have an important perspective on what might make things better. So, would providing educational pamphlets to staff about diabetes, and maybe include epilepsy and other ailments that may require some immediate assistance whilst awaiting ambulance etc help? If I have a hypo I am most grateful if someone stops me falling down the stairs, injuring myself with misuse of scissors or other equipment, etc.
Emphasising that I am doing my very best to avoid hypos happening, testing, following medical advice etc. is important also - it shows good faith, willingness to improve the situation and not be blaming others for things which I am responsible for doing the best I can.
And one has to hope that employees in a workplace will not see their fellow workers come to grief. And HR and management I am sure will have views on that which could be requested.
Occupational Health and Safety become an issue here also. Your workplace will be under some obligation via such laws to ensure your safety. This can be a double edged sword in that some occupations carry risks that a hypo could maker more risky and does the organisation make changes to ensure safety or press you into a medical examination to see whether you are fit for work? Certainly a lawyer's advice might be needed.
I hope the matter can be sorted amicably and fairly. I have had a few people over the years go from cynical, teasing bigots to fast friends once the whole matter of hypos can been put to them.
Best Wishes.
