James Edwards – Operations Manager, Manchester

“My attitude as a recruiter is, give people a chance because you might just be letting someone good slip through the net.”

There are over 2 million people with diabetes in the UK. Operations Manager, James Edwards of Merseyside, is one of them. James, 32, was first diagnosed in 1999. “I was devastated at first” says James, “especially as I could no longer do the same work as my colleagues”. At the time he was working in the Marines and eventually left to explore various career options before securing a role in the security industry.

Being honest

James’ experience in the Marines has been useful in his current position as an Operations Manager. His experience of disability and the discrimination that sometimes goes along with it has helped to shape his attitude as a recruiter. “A lot of people keep their health conditions to themselves but I think it’s important to be honest with your employers about your health” says James. He also feels that it’s equally important for employers to be honest about what potential employees can do despite any health conditions, and to give them the chance to explain how their health may impact on their work activities.

Employer's story

Managing Director, Barry Graham, is obviously interested in productivity and success. But he also recognises that business success is dependent upon having the right people in the right jobs. Barry knows that James is the right person for the Operations Manager role but also recognises that there are times when he will need support to help manage his diabetes.

James’ diabetes is effectively managed at work by always having access to his medication and from his colleagues being aware of the symptoms of his condition. When he travels on company business, James’ journeys are planned to ensure he has sufficient time for resting and eating. However, hypoglycaemic attacks are unpredictable and can happen anywhere and anytime. In practice this means that occasionally, clients and contacts have to be informed about his health condition.

The company employs other people with disabilities and takes the view that open communication is the best way to support staff. “Our approach is to ask employees to be honest about support needs when they first start working with us” says Barry. “We also ask them about any limitations they have in terms of work they can’t do and we ask them about any medication they need to take”.

A proactive approach

As a holder of the two ticks disability symbol, Advance Security takes the employment of disabled people seriously. The company is proactive in working with agencies such as the Shaw Trust, a charity that provides training and work opportunities for people who are disadvantaged in the labour market due to disability, ill health or other social circumstances. As a manager, Barry treats disabled and non-disabled staff in the same way when it comes to support. He believes that employers have a duty of care towards all employees. This care is demonstrated by the company scheduling regular opportunities for staff to talk to their managers about whatever issues they feel may affect their work, be those health related, personal or otherwise.

Employee's story

At work James has more than just operations and people to manage - he also manages his health condition. He does this very effectively; firstly, by making sure that everyone he works with knows he is diabetic and secondly, by ensuring he always has access to medication. James says, “Everyone I work with knows about my health and understands that I might need to be reminded to eat or drink something”.

Other than this, James does not need any specific physical support at work. What he does require though is understanding from his colleagues. Diabetes can sometimes affect his behaviour and on occasions when it may seem totally out of character, chances are he’s having a hypoglycaemic attack and needs to eat or drink something to adjust his blood sugar levels.

Give people a fair chance

James’ own experience of how employers can discriminate against people with health conditions or disabilities has helped him appreciate why some people choose to keep this to themselves. However, he believes that honesty really is the best policy when it comes to working with a disability.

James feels that the challenge is for employers to try to understand employees’ and potential employees’ individual circumstances. And rather than just rejecting someone outright because of a disability, employers should be honest about the extent to which this may impact on a person’s ability to do the job. James’ message to employers is quite simple – give people a fair chance.

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