Cookies on this website
We use cookies to ensure that we give you the best experience on our website. If you click 'Continue' we'll assume that you are happy to receive all cookies and you won't see this message again. Click 'Find out more' for information on how to change your cookie settings.

Disability Narratives

Back to the Topic

Video clip: Gabrielle has found that when managers have some background knowledge about her condition it help them find better ways to support her.

I think the first thing would be to educate yourself as much as possible about what it is the employee is dealing with. Because if you don't know what MS is, you have no idea how to support someone with it. So even cursory research of some kind, is useful. That's probably the best, the best advice I can give, is to know. And keep lines of communication open. And I know it's completely dependent on personalities and preferences of both the line manager and the employee. Because some people are going to not want to talk about it. Especially if they're newly diagnosed. But on the other hand, they might actually really need support and information from the employer, and feeling like they can't talk about it is not doing them any favours either. So say, if you can get a good sense of what your employee needs. And it's probably best to err on the side of over-communicating that the side of under-communicating.