The Missing Piece in Workplace Inclusion

Companies today pride themselves on their Diversity, Equity, and Inclusion (DEI) efforts. They focus on race, gender, disability, and neurodiversity—but there’s a massive oversight affecting millions of employees:

Chronic illness and persistent pain are missing from DEI strategies.

1 in 3 people globally live with a chronic condition—ranging from autoimmune diseases to long COVID.
Over 50% of working-age adults experience persistent pain every year.
86% of all healthcare costs are linked to chronic conditions—making this a workforce-wide issue.
By 2030, 40% of Australians will have multiple chronic conditions.

Yet most DEI initiatives ignore them.

This isn’t just a health concern—it’s a performance, retention, and leadership issue. Organizations that fail to acknowledge chronic illness and persistent pain are losing:

High-performing employees who feel unsupported and opt out.
Top talent that is forced into early retirement or part-time work due to inflexible policies.
Productivity and innovation because pain-related presenteeism and absenteeism go unmanaged.

Ignoring chronic illness in the workplace isn’t just an oversight—it’s an active exclusion of a significant portion of the workforce.

Companies that don’t adapt will lose their best people to those that do.

Why Chronic Illness & Persistent Pain Must Be Part of DEI

DEI isn’t just about representation—it’s about removing barriers so all employees can contribute at their highest potential. But without addressing chronic illness and pain, companies are failing to include a massive segment of their workforce.

Persistent Pain and Chronic Illness Are Workplace Issues, Not Just Personal Challenges

These conditions impact:

Cognitive performance (brain fog, fatigue, concentration).
Work output (fluctuations in energy, pain flare-ups).
Career progression (missed leadership opportunities due to stigma or lack of flexibility).

Most companies only step in after an employee is in crisis—when they are already burnt out, on medical leave, or considering quitting.

Companies that lead in DEI innovation will build proactive structures that allow employees to thrive before they reach breaking point.

Unmanaged Chronic Illness Costs Companies Millions

Let’s talk bottom line:

Presenteeism (working while in pain or sick) costs businesses 3x more than absenteeism.
Persistent pain and illness are the #1 causes of workforce dropout.
Workplaces that address these issues inclusively see a 20% increase in retention and productivity.

Companies don’t need more wellness programs—they need operational strategies that empower employees to contribute at their best while navigating health challenges.

Most DEI Policies Are Failing Employees with Chronic Illness & Pain

The reality? DEI strategies rarely account for those with fluctuating health. Why?

Traditional disability policies don’t cover “invisible” conditions. Many employees don’t qualify for formal accommodations but still face significant daily struggles.
Flexibility is given reactively, not proactively. Employees shouldn’t have to burn out before they are offered a sustainable work structure.
High-performance cultures reward “pushing through.” Many brilliant employees are left out of leadership roles because they can’t grind through a rigid 9-to-5 model.

This isn’t inclusion—it’s exclusion by default.

The Companies That Win the Future Will Adapt Now

The best workplaces of the future will proactively integrate chronic illness and persistent pain into DEI by implementing:

Performance-Based Flexibility – Move beyond outdated 9-to-5 structures and focus on output and results, not rigid office hours. High performers with chronic conditions thrive when given the right conditions to work effectively.
Pain-Smart Leadership Training – Equip managers with the awareness and skills to support employees without making assumptions about engagement or capability.
Energy-Based Work Models – Instead of structuring workdays around fixed hours, leading companies will match job demands to employees’ peak performance windows—boosting productivity without burnout.
Proactive Health Conversations – Companies that normalize discussions about pain and illness will foster higher psychological safety, leading to better performance, transparency, and retention.

This is the Next Era of DEI. Is Your Company Ready?

The workforce is changing. Companies that fail to recognize and integrate chronic illness and persistent pain into DEI initiatives will fall behind—losing their best talent to organizations that build environments where ALL employees can thrive.

If your company is serious about DEI, it’s time to lead the next evolution—where chronic illness and persistent pain are no longer invisible.

I work with organizations to implement strategies that drive performance, retention, and workplace culture while making companies smarter about chronic pain and illness inclusion.

Let’s start the conversation. Because the best workplaces of the future will be built for the high performers who need them today.

Why Companies Must Address Chronic Illness and Persistent Pain in DEI Initiatives