Chronic illnesses affect many people, presenting them with significant challenges in their daily lives. These conditions are often invisible, and the needs of those affected can be difficult to grasp. However, for companies, this presents a major opportunity: inclusion can benefit not only the individuals but also the organization as a whole. So, what does it mean to truly embrace inclusion—not just on paper but in everyday work life?
In this edition, we explore how employers can create an environment where employees with chronic illnesses can thrive. The focus is not only on legal frameworks but also on the advantages for businesses—and, most importantly, the courage to take new paths.
Chronic Illnesses: Invisible but Ever-Present
Sometimes, you can’t see it – and that’s precisely what makes it so challenging: Chronic illnesses like diabetes, rheumatoid arthritis, or depression affect individuals every day and often for long periods. They are not fully curable and require constant attention. But what does this mean in practical terms?
The term “chronic” in medical contexts refers to conditions that develop slowly and/or persist over a long time. These illnesses are often not completely curable and require ongoing or repeated treatment. Common chronic illnesses include:
- Immune system disorders (e.g., rheumatoid arthritis)
- Diabetes mellitus
- Cancer
- Cardiovascular diseases
- Asthma
- Mental health conditions like depression or anxiety disorders
Chronic illnesses are widespread in society. Statistics from the Bavarian State Office for Statistics show that, as of the end of 2019, approximately 1.3 million people in Bavaria alone had an officially recognized disability. In 95% of cases, the cause was an illness. These aren’t just numbers – they represent colleagues, friends, and perhaps even ourselves.
Legal Framework for People with Chronic Illnesses
But what does the legal situation look like? Chronic illnesses often fall under the term “disability” – provided they significantly limit participation in social life. The Social Code precisely regulates the support available to affected individuals and businesses.
The Social Code defines people with disabilities as those who have physical, mental, intellectual, or sensory impairments that last for more than six months and significantly restrict participation in social life. Chronic illnesses can fall under the term “disability” if these criteria are met.
Degree of Disability (GdB) and Severe Disability Status
A severe disability ID is granted to individuals with a degree of disability (GdB) above 50. For a GdB of 30 or 40, equal treatment can be applied for upon request. For employers, this status offers not only legal advantages (such as protection from dismissal for affected individuals) but also financial support through the Inclusion Office, for example, for:
- Workplace adjustments
- Job assistance
- Compensation for exceptional burdens
Occupational Reintegration Management (BEM)
Why Inclusion Also Strengthens Companies
Actively promoting the inclusion of employees with chronic illnesses not only opens up new perspectives for companies but also strengthens their competitiveness. The benefits can be seen on various levels:
What does this mean? Within the framework of the company reintegration management (BEM), affected employees, managers, and experts such as company doctors or representatives for severely disabled employees work together to facilitate the return to work. Flexible working hours, ergonomic workplace adjustments, or home office options – all of these can be part of a successful BEM.
1. Securing skilled workers for the long term
Employees with chronic illnesses often possess valuable skills and professional experience that are highly beneficial to companies. These individuals are often characterized by resilience, adaptability, and strong problem-solving abilities – qualities that are becoming increasingly important in the modern workforce. Given the growing shortage of skilled workers, it is crucial for companies to recognize and actively support this potential, rather than leaving it untapped.
2. Reduction of Costs through Prevention and Stability
A well-thought-out reintegration management system reduces illness-related absenteeism and lowers turnover rates. When employees are supported through preventive measures and tailored working conditions, the likelihood of them remaining productive or returning to work quickly and successfully after an illness increases. This not only reduces direct costs associated with downtime but also contributes to a stable and motivated workforce.
3. Strengthening the Employer Brand
Companies that offer an inclusive work environment demonstrate social responsibility and send a strong message of diversity and equal opportunity. This has a positive impact on external perception: potential candidates, especially those who value diversity and openness, see the company as an attractive employer. Internally, such a culture also fosters loyalty and employee engagement.
4. Fostering Innovation through Diversity
A diverse team, which also includes individuals with chronic illnesses, brings a wide range of perspectives, experiences, and ways of thinking. This diversity fosters creative solutions and innovative ideas. Studies show that heterogeneous teams are often more effective because they approach problems more holistically and develop unconventional solutions. For companies, this means that inclusion not only strengthens the social dimension but also enhances innovation, thereby boosting long-term competitiveness. However, diversity encompasses much more than chronic illnesses – it includes different cultural backgrounds, lifestyles, and perspectives, making diversity management a key factor for successful businesses.
How Companies Can Take Action
But how can the vision of an inclusive workplace become a reality? It requires concrete steps:
- Training: Training for leaders and teams can help reduce uncertainties in dealing with chronic illnesses. A good example is the programs offered by the DIAKOVERE gGmbH Academy, which specifically provide such training.
- Flexibility in working hours and locations to accommodate individual needs.
- Accessibility – both physical and digital.
- External support, such as from the Inclusion Office or specialized counseling services, to guide the process.
