Lenaee Dupuis dreamed of becoming a doctor or nurse. At two years old, she was diagnosed with type 1 diabetes. When she entered the workforce, the advice she received was direct: shift work would be too difficult for her condition.
That guidance came more than 30 years ago. Medical progress has since made it easier for people with diabetes to pursue any career, yet workplace stigma around the disease remains widespread in Canada.
Myths and misconceptions shape workplace stigma
Shusmita Rashid, who leads Diabetes Canada’s Change the Conversation initiative, said the biggest obstacle is the false belief that diabetes stems from poor lifestyle choices. This misconception leads to judgment rather than support.
“People hesitate to disclose their diabetes at work because of that stigma,” Rashid explained. Coworkers may question why someone with the condition eats certain foods or takes breaks to manage blood sugar. Others assume diabetes will limit career advancement, particularly in roles requiring travel or high pressure.
These assumptions can become self-fulfilling. Fear of being overlooked for promotions or facing skepticism from managers keeps many silent.
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Dupuis, now self-employed, left corporate jobs partly because rigid schedules made diabetes management harder. “If I have a low in the middle of the night, I can sleep in and adjust my day,” she said. “That flexibility wasn’t possible in my old roles.”
Wellness programs often overlook diabetes needs
Many companies now offer wellness programs, though these rarely address diabetes-specific challenges. Employers may host health fairs or mental health workshops, but few provide education on blood sugar management or private spaces for insulin administration.
Rashid pointed out that accommodations only work if employees feel safe asking for them. “If someone fears judgment or penalties, they won’t request what they need,” she said.
Small adjustments could prevent such situations. A designated recovery room, a fridge with juice, or clear protocols for low-blood-sugar events cost little but help significantly. Without education, employers often don’t recognize the need.
Managing diabetes is demanding. Those with the condition monitor blood sugar, calculate insulin doses, and adjust for stress, illness, or activity while meeting work demands. “It’s like having a second full-time job,” Rashid said. Most people without diabetes don’t grasp that burden unless they’ve witnessed it firsthand.
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Education and empathy can shift workplace culture
Diabetes Canada’s initiative works with employers to change how they view the condition. Rather than treating it as a liability, companies are encouraged to include it in broader inclusion efforts. Rashid asks employers to consider why diabetes isn’t part of conversations about mental health and belonging.
The strategy is straightforward. Many workplaces already employ people with diabetes, whether they’ve disclosed it or not. By addressing the condition in wellness programs, employers can reduce stigma and improve retention. “Four million Canadians live with diabetes,” Rashid noted. “That’s a significant amount of talent that might otherwise be overlooked.”
Simple measures, like training managers to recognize symptoms or providing a quiet space for blood sugar checks, can make workplaces more inclusive. Dupuis highlighted the importance of investigating root causes when incidents occur. “Stigma grows from the one bad experience, not the hundreds of good ones,” she said. “If someone has a low, ask what led to it and how to adjust.”
For employees, the takeaway is clear: disclosing diabetes shouldn’t carry risks. “Don’t hesitate to ask for what you need,” Dupuis said. When workplaces listen, both employers and employees benefit—companies retain skilled workers, and employees can focus on their jobs without hiding their health.
A similar emphasis on daily habits has helped communities like Sardinia’s maintain health across generations.
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