This work is created in collaboration
with International Futures Forum and financed by a grant of the Johnson & Johnson Foundation.
In early 2018, after three decades of dedicated service to elderly people with severe disabilities at a care organization, Leen faced a career-altering challenge. A persistent shoulder injury, a result of years of physical labor, rendered her unable to continue her usual duties. Despite her longing to return to her group, a failed shoulder operation made it clear her role had to change.
For four years, Leen struggled to find suitable work. During this period, she battled loneliness and a sense of disconnection, her life revolving around her hobbies while her husband, a self-employed individual, was often away. Finally, in 2020, she returned to her group in a limited capacity, assisting with less physically demanding tasks like meal preparation and laundry. Despite her joy at rejoining her team, she felt like a 'tourist,' contributing only after the more challenging work was done. This role shift brought a sense of guilt, as she felt her absence added to her colleagues' burdens.
Repeated attempts to find a new position within her organization were unsuccessful, leading to feelings of inadequacy. However, her department head's support kept her hopeful. Finally, her perseverance was rewarded when the HR department offered her a role in the sewing workshop – a position she now enjoys, finding it both physically manageable and fulfilling.
This change in Leen's career was part of a larger shift within her organization, influenced by the Hands-On Inclusion program. The program, financed by Europe and free for participants, focuses on creating a more inclusive workplace. It guides companies in attracting vulnerable profiles and providing adapted work for long-term dropouts. The workshops cover legislation, well-being at work, and diversity.
Karen Kerkhofs, an HR officer at the organization, explains that work stoppage is a significant issue in healthcare. The organization faced additional challenges during the COVID-19 crisis, with many employees experiencing burnout. The Hands-On Inclusion program emphasized the importance of maintaining contact with long-term sick employees, preventing the loss of connection and valuable expertise.
Through this program, the organization developed a step-by-step plan to keep in touch with employees during their sickness and upon their return. This approach includes empathy, regular check-ins, and transparent communication about the illness and reintegration process.
Complex personnel puzzles, like Leen's situation, are now addressed more creatively, focusing on job crafting. This approach tailors job responsibilities to an individual's capabilities, considering both their limitations and the team's needs.
Leen's successful transition to the sewing workshop is a testament to this new approach. Her story, among others, has become a symbol of the cultural change within the organization. Employees proudly share these stories, serving as ambassadors of the organization's values and contributing to a more positive work environment.
This cultural shift has not only improved employee well-being but also positioned the organization favorably in a competitive job market, attracting talent through its inclusive and caring work culture.