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Training
People leaders are the front line when it comes to engaging with employees who are living with chronic illness.
They are generally the first people chronically ill workers will disclose their illness to in the workplace. They're also the ones who will approve or reject requests for reasonable adjustments such as flexible working.
But we know from research that people leaders often don't feel that they have the skills, knowledge, or the time to make these decisions in an appropriate or effective manner.
We've created a number of workshops and tools informed by the latest research to help people leaders navigate and gain confidence managing chronically ill employees.
The MADE model is a simple reference tool we've developed to help people leaders assess some of the options available to improve chronically ill employees' work ability, depending on the level of impairment and individual circumstances.
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Workshop Options
All workshops can be delivered onsite or online and are customisable based on each client's needs. In addition to the longer workshops below, Cultural Value also offers a 1 hour session for organisations that require a broader introduction to the subject matter.
Introductory workshop (3hrs)
The introductory workshop is specifically designed for people leaders who require a general grounding on managing employees with chronic illness.
The workshop focusses on raising awareness about the key issues people leaders will encounter, the pitfalls to avoid, and the interventions that have been shown to keep employees engaged and working to their fullest capacity.
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Main features of the workshop include:
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Understanding the latest data on chronic illness in the workplace, with statistics tailored to your relevant industry sector
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Defining chronic illness, familiarisation with its common phases and how these can impact employee performance
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Guidance on the appropriate management of disclosure processes and reasonable adjustment requests, and how the bias of 'floodgate phobia' can be countered
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Handling highly complex and stigmatising illnesses
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Understanding the relevant regulatory framework and employer obligations, and how these square within the local operating environment of your organisation
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Some of the typical delivery modes we use to support the learning process include presentations, peer-to-peer learning, case study exploration, scenario play and an open Q&A forum.
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Immersive workshop (2 x 1/2 days)
The immersive workshop covers similar material to the introductory workshop but the objective also shifts from purely awareness raising, to challenging personal biases, and identifying individual and structural barriers to change.
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This immersive workshop requires leaders to engage in more self-reflective practices and be committed to some experimentation with behavioural change. We recommend that only people leaders who are open to doing this work attend the workshop.
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Main features of the workshop include:
(in addition elements of the standard workshop)
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Understanding the complexity of being a people leader and living with chronic illness, including it's impact on professional identity management
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Exploring non-linear career pathways and the re-orientation of personal relationships with work and career
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Identifying personal biases that may influence the perception of employees with chronic illness
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Crafting a specific intervention to demonstrate a commitment to chronic illness inclusion within your team (Day 1)
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Discussion of the above intervention, and how it was received by your team (Day 2).
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Lived experience presentation, followed by Q&A
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