Employment Challenges

Being type 1 diabetic should not stop employers taking you on,as long as they give you reasonable time for breaks,doing insulin etc.just the same as it is illegal under the disability discrimination act to take action against someone who is diabetic

Sent from my SM-A300FU using Diabetes.co.uk Forum mobile app

@Alan38 , what are you actually struggling with?

Without a little extra detail, it's hard to say what options you might have, or what tactics you might be able to deploy in the workplace to either improve your overall situation or to demonstrate to your employers your issue.

Hi. Can you let us know the actual problems you are having being a T1 at work? I inject my Bolus quietly at my desk if I'm alone or I might find an empty room if needed. I have glucose tablets in my pocket. I don't often test at work but would find a quiet place if needed to do that. Apart from that I'm happy to be treated as normal (unless a hypo rears it's head which it never has).

Alan38 said:

Thanks for your comments, My diabetes has never held me back and I still consider that there is nothing I can't do or eat for that matter, until now, that is. I have had over 40 years in healthcare working at various levels and some strenuous long time sapping jobs. What is more of a struggle now is that I have been in positions where sole responsibility has been forced on me without adequate consideration. Sadly my eyesight has deteriorated, only to the extent that I read and re read paperwork, which all takes time, which is not adjusted for. I have also found that using employment law not so helpful - even to get Access to Work, the Employer has to respond and I have found that they are reluctant to contact the service, so nothing can be moved forward. Very frustrating.

Click to expand...

Leaving aside your obvious frustration, which is sapping in itself, but, in terms of your thinking, what adjustments would you need your employer to make for you to be comfortable? I'm talking about what you need, not necessarily what you would prefer in an ideal world.

Alan38 said:

I have had a full Workplace assessment which covered Screen, chair lighting and software required, all good to that point but the issue lies with employers agreeing to contact the DWP, otherwise the whole thing falls flat and there doesn't seem to be a way to ensure this engagement is mandatory from either employment law or equalities act.

Click to expand...

Ignoring any middle steps required, what is your objective in terms of these adjustments? Do you want more time to read, less reading to do, time to test, or something else? How does the DWP come into any of that?

Employment law / equality act really only "bites" after the horse has bolted - it works as a deterrent, most employers don't want to be sued for discrimination, so the don't discriminate, or they work out ways of discriminating that will be much more difficult for the employee to prove at tribunal. So yes, in reality, there is nothing mandatory about the equality act unless you are willing to sue for and able to prove discrimination.

However, a public sector employer (or an employer providing a service to the public sector) really won't want to get sued for discrimination in an employment tribunal. It is reputationaly damaging, especially when they have to put diversity stats into bids for work!

So your employer, in order to comply with the equality act, will need to make reasonable adjustments to accommodate your disability. It sounds like you have identified adjustments. Are they reasonable?

There is a responsibility on your employer to make reasonable adjustments - there is nothing in law that provides these have to be done in liaison with DWP - if they are reasonable adjustments, your employer has to make them. If the DWP will assist (with funding) that might make otherwise unreasonable adjustments reasonable.

Have you tried contacting DWP? Have you set out in writing what adjustments you are seeking from your employer, why these adjustments are required to accommodate your disability and why they are reasonable in the context of you employers business? Do you have a union you could contact for support? Do you have insurance that might cover legal advice on employment issues?

Alan38 said:

Maybe I had not explained in detail, however, DWP are the co-ordinating organisation for 'Access to Work' program, which is a nationally available service, in an attempt to minimise any obstructions or improvements that may enhance an employees work life.

Click to expand...

OK,......... let's just go into imaginationland (because I still don't understand what you want the end outcome to be.)

Let's imagine your employer made contacts with the DWP. They "talk", what will the DWP then do? What actions do you want from the DWP?

I utterly appreciate you are saying the contact between the person who pays your salary and the DWP (whom I am considering is actually where you rock up to work) probably need to talk, but I just don't understand what those end adjustments would be.

Sorry, but indulge me.

Alan38 said:

Hello
I have been diabetic T1 since 1969. I am from a nursing background, I have worked throughout all these years. However, I am finding increasing issues with Private employers, who fail in any obligation to accommodate for my condition. Despite involving my MP in the past, I am struggling to have reasonable adjustments made, even through 'Access to Work' programs. I make it clear once offered a job, that I am Diabetic. This does not seem to register with line managers, even when I quote 'Protected Characteristics' by way of the Equalities Act 2010. Seems like there is little protection despite legislation.
Any thoughts or similar perceptions?

Thanks

Click to expand...

I have never, ever, had adjustments made because of diabetes--I just work round it always (won't go into how--could write an amusing book about it though.........)!!!!!