Receiving a new diagnosis—whether it’s a chronic condition, mental health disorder, or neurodivergence—can feel like a whirlwind of emotions. When that diagnosis intersects with your professional life, the questions about how to balance your health and career can feel overwhelming.
Here’s the truth: advocating for yourself at work isn’t just important—it’s empowering. With the right strategies, a little courage, and the knowledge that you’re not alone, you can create a workplace environment that supports both your well-being and professional growth.
Let’s dive into practical tips, real-life examples (names changed, of course), and actionable steps to help you thrive at work with your new diagnosis.
1. Educate Yourself
Knowledge is power—especially when it comes to self-advocacy. Start by learning about your diagnosis and its potential impact on your work. This helps you identify what adjustments or accommodations might be helpful and how to effectively communicate your needs.
What to Do:
- Research reputable sources about your condition.
- Join support groups or online communities for shared experiences.
- Consult healthcare professionals for personalized advice.
- Familiarize yourself with your rights under laws like the Canadian Human Rights Act and New Brunswick Human Rights Act.
Aisha’s Story:
Aisha, an accountant in Fredericton, was diagnosed with generalized anxiety and depression. Initially overwhelmed, she educated herself about her condition and joined online groups for professionals with similar challenges. This foundation gave her the confidence to advocate for the accommodations she needed at work, such as flexible hours and a quieter workspace.
2. Communicate Effectively
Talking about your diagnosis at work can be intimidating, but open and honest communication is key to ensuring your needs are met. Be clear about how your condition affects your work and what accommodations can help you succeed.
How to Start the Conversation:
Here’s a sample email to initiate a meeting with your supervisor or HR:
Subject: Request for Meeting to Discuss Workplace Accommodations
Dear [Supervisor/HR Name],
I hope you’re doing well. I’d like to schedule a meeting to discuss an important aspect of my work. Recently, I received a medical diagnosis that may impact my responsibilities, and I want to proactively address this to ensure I can continue contributing effectively.
During our meeting, I’d like to cover:
- An overview of my diagnosis and its impact on my work.
- Potential accommodations to help me manage my responsibilities.
Some specific adjustments I believe would be beneficial include [list examples, like flexible hours or additional breaks].
Please let me know a convenient time to meet. I’m available at [insert times].
Thank you for your understanding, and I look forward to working together to find a solution.
Best regards,
[Your Name]
Aisha’s Example:
Aisha prepared to meet with her supervisor by writing down her talking points and practicing with a trusted friend. Knowing her rights empowered her to approach the process with confidence. Her clear communication led to accommodations that allowed her to excel without compromising her health.
3. Request Accommodations
Accommodations are tools to help you perform your best at work. They’re not “special treatment”—they’re your right.
Here are a few common accommodations or personalizations you might consider requesting, depending on your diagnosis and job responsibilities:
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Flexible Work Hours: Adjusting start and end times to manage symptoms or medical appointments better.
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Remote Work Options: Work from home full-time or part-time to reduce stress or accommodate medical needs.
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Modified Workspaces: Adjusting your workstation to be more ergonomic or creating a quiet, low-stimulation environment.
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Assistive Technology: Providing specialized software, hardware, or devices to assist with tasks (e.g., screen readers, speech-to-text software).
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Additional Breaks: Allowing for more frequent or longer breaks to manage fatigue or symptoms.
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Task Modifications: Reassigning non-essential tasks that are particularly challenging due to your condition.
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Job Restructuring: Modifying how certain job duties are performed to suit your capabilities better.
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Physical Modifications: Installing ramps, adjusting desk heights, or providing ergonomic chairs and equipment.
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Support Services: Access to job coaches, mentors, or support personnel to assist with job functions.
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Training Adjustments: Providing additional training or a gradual increase in workload to accommodate learning needs.
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Communication Aids: Offering written instructions, using visual aids, or allowing the use of recording devices during meetings.
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Relocation of Workspace: Moving your workstation closer to restrooms, exits, or other necessary facilities.
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Flexible Leave Policies: Allowing for unpaid leave, part-time work, or other adjustments to standard leave policies for medical treatment or recovery.
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On-Site Health Services: Providing access to on-site counselling or medical services if available.
When requesting accommodations, it's important to provide documentation from healthcare professionals that supports your requests. Engage in an interactive process with your employer to discuss these accommodations, ensuring that both your needs and the organization’s requirements are met effectively.
4. Know Your Rights
Understanding your legal rights is essential. In Canada, the Canadian Human Rights Act and New Brunswick Human Rights Act prohibit workplace discrimination and entitle employees to reasonable accommodations.
Helpful Resources:
5. Build Your Support System
You don’t have to navigate this journey alone. Lean on trusted friends, family, and colleagues who can offer encouragement and advice. Consider joining support groups or online forums to connect with others facing similar challenges.
Tip: Find a mentor or coach who can guide you through workplace adjustments and self-advocacy.
6. Stay Empowered
Advocating for yourself takes courage, but remember: you have every right to seek accommodations that allow you to thrive at work.
Aisha’s Outcome: With her employer’s support, Aisha’s accommodations were implemented, including a quieter workspace, additional breaks, and a flexible schedule for therapy. These changes helped her manage her anxiety while continuing in her role.
Navigating the workplace after a diagnosis isn’t always easy, but it’s absolutely possible. By educating yourself, communicating clearly, requesting accommodations, and leaning on your support network, you can create a work environment that supports your health and success.
You’re not alone in this journey. There are resources, communities, and people ready to help you every step of the way.
Here’s to your empowerment and success,
Jessica
Career Coach | Acorn Avenue
