Thankfully, my MS hasn’t interfered with my ability to work — yet when I was first diagnosed at my old job, I was terrified by the potential implications. I know I am fully capable and functional for my job duties, but what would they do if they found out? Would they try to get rid of me “just because”? I know that the ADA exists to protect us against workplace discrimination, but if my colleagues and co-workers found out, what would they say? How would they treat me? Would anything change or hold me back from future opportunities at that company? I decided not to talk about my MS at work or on my public social media pages. I didn’t post or mention anything because potential employers are known to look for that stuff. I was quite paranoid about it.
As time went on, I loosened up a bit. I started to share my diagnosis, experiences and story with select friends at work. Every once in a while, I’d make an MS-related post on social media. Eventually, I landed a new job (where I am currently) with that info out there.
I began my current job in March 2020. I had been with my previous company for 13 years. The first seven were very exciting and engaging; I worked my way up to become a business systems analyst, an achievement of which I am proud. But due to a multitude of factors, I started looking for new challenges. Eventually, that led to starting a new job right as COVID restrictions exploded.
My new position was working with the public works and community development departments on applications I’d never even heard of before — so lots to learn! Everyone on the IT team seemed great: close-knit, awesome culture, very work-hard-play-hard. I started on a Monday morning and met some of the people I would be supporting on Wednesday. The following Monday I was sent to work from home due to COVID.
This was a huge obstacle; starting from scratch and basically never having met most of my user community was difficult. Additionally, sending an entire city’s worth of employees to work from home gave rise to all kinds of unanticipated problems. Our entire IT department stepped up to meet those needs.
The people at my current place of employment are terrific, and I’ve felt comfortable talking to my co-workers and management about my MS and the needs I have related to working with it. It has been really freeing to be able to acknowledge my MS reality in an arena where I spend such a significant amount of my time.
Although it was a big challenge when first settling into my new job, it has also been nice to have the option to work from home due to COVID. If I’m off to a slow start in the morning due to MS symptoms or get a bit fatigued during the day, being able to deal with that in the privacy of my own home, at my own pace, is such a boon. Employers certainly seem to have become more comfortable with remote workers. I can see this being quite a beneficial option for many with MS.
Ultimately, you have to put your needs and health first. Whether that’s keeping your cards close to the vest or being vocal about your circumstances and the need for workplace accommodations, it’s all about what will work best for you.
Stuifbergen A, Becker H, Phillips C, Horton S, Morrison J, Perez F. Experiences of African American Women with Multiple Sclerosis. Int J MS Care. 2021;23(2):59-65.
Stuifbergen A, Becker H, Phillips C, Horton S, Morrison J, Perez F. Experiences of African American Women with Multiple Sclerosis. Int J MS Care. 2021;23(2):59-65.
Langer-Gould AM, Gonzales EG, Smith JB, Li BH, Nelson LM. Racial and Ethnic Disparities in Multiple Sclerosis Prevalence. Neurology. 2022;98(18):e1818-e1827.
Langer-Gould AM, Gonzales EG, Smith JB, Li BH, Nelson LM. Racial and Ethnic Disparities in Multiple Sclerosis Prevalence. Neurology. 2022;98(18):e1818-e1827.
Okai AF, Howard AM, Williams MJ, et al. Advancing Care and Outcomes for African American Patients With Multiple Sclerosis. Neurology. 2022;98(24):1015-1020.
Okai AF, Howard AM, Williams MJ, et al. Advancing Care and Outcomes for African American Patients With Multiple Sclerosis. Neurology. 2022;98(24):1015-1020.
Amezcua L, McCauley JL. Race and ethnicity on MS presentation and disease course. Mult Scler. 2020;26(5):561-567.
Amezcua L, McCauley JL. Race and ethnicity on MS presentation and disease course. Mult Scler. 2020;26(5):561-567.
Ingram M, Leih R, Adkins A, Sonmez E, Yetman E. Health Disparities, Transportation Equity and Complete Streets: a Case Study of a Policy Development Process through the Lens of Critical Race Theory. J Urban Health. 2020;97(6):876-886.
Ingram M, Leih R, Adkins A, Sonmez E, Yetman E. Health Disparities, Transportation Equity and Complete Streets: a Case Study of a Policy Development Process through the Lens of Critical Race Theory. J Urban Health. 2020;97(6):876-886.
Sohn H. Racial and Ethnic Disparities in Health Insurance Coverage: Dynamics of Gaining and Losing Coverage over the Life-Course. Popul Res Policy Rev. 2017;36(2):181-201.
Sohn H. Racial and Ethnic Disparities in Health Insurance Coverage: Dynamics of Gaining and Losing Coverage over the Life-Course. Popul Res Policy Rev. 2017;36(2):181-201.
Taylor J. Racism, Inequality, and Health Care for African Americans. The Century Foundation. December 19, 2019. Accessed April 16, 2023. https://tcf.org/content/report/racism-inequality-health-care-african-americans.
Taylor J. Racism, Inequality, and Health Care for African Americans. The Century Foundation. December 19, 2019. Accessed April 16, 2023. https://tcf.org/content/report/racism-inequality-health-care-african-americans.
The link you have selected will take you away from this site to one that is not owned or controlled by Genentech, Inc. Genentech, Inc. makes no representation as to the accuracy of the information contained on sites we do not own or control. Genentech does not recommend and does not endorse the content on any third-party websites. Your use of third-party websites is at your own risk and subject to the terms and conditions of use for such sites.
Su navegador está configurado en español. ¿Preferirías el sitio en español?