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November 14 marks World Diabetes Day, a time to raise awareness about living with diabetes and to advocate for better health, inclusion, and understanding. In 2025, as rates of both type 1 and type 2 diabetes continue to rise globally, the International Diabetes Federation (IDF) is focusing its campaign on Diabetes and the workplace. 

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According to the 2025 IDF Diabetes Atlas report, an estimated 589 million adults worldwide live with diabetes, and 70% are of working age. The workplace, where people spend a third of their day, is critical for supporting health and well-being. Yet, many individuals experience stigma and discrimination, harming morale, inclusion, and performance.

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The Reality of Diabetes in the Workplace

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Evidence shows that workplace attitudes can fuel stigma and discrimination. Stigma refers to the negative stereotypes and judgments that people hold towards another person, while discrimination involves unfair treatment or policies based on diabetes status. A 2023 Diabetes UK study found that 1 in 5 people with diabetes experience stigma at work regularly, often through flippant remarks or comments on food choices. Misconceptions, such as the belief that diabetes is caused solely by lifestyle or easily managed with willpower, drive these behaviours.

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Studies indicate 10-25% of people living with diabetes report workplace discrimination, including inflexible managers and a lack of accommodations. A review of over 300,000 employment discrimination allegations in the United States found 3.5% involved diabetes, often related to job retention. Actual rates are likely higher, as many fear disclosure.

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Stigma and discrimination correlate with poorer clinical outcomes, psychological distress, increased stress, absenteeism, and reduced productivity. They also limit career opportunities. As a result, 25-50% of adults conceal their condition at work, and some avoid applying for jobs due to fear of bias.

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Building positive, supportive workplaces

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Progressive employers recognize that supporting diabetes management benefits both employees and organizations. Key strategies include:

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Clear workplace policies: Employees with diabetes value clear and supportive policies for managing their condition at work. Examples include allowing regular breaks, private spaces for glucose monitoring and insulin administration, and flexible or hybrid work conditions.

Education and training: A 2025 survey of nearly 10,000 individuals revealed 21% of people with diabetes feel colleagues poorly understand their condition, and nearly half want employer education to dispel myths. Short, practical training for managers and teams can dispel myths, recognize hypoglycaemia and hyperglycaemia symptoms and foster empathy.

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Psychological safety and antidiscrimination: Workplaces that provide psychological safety, where employees can disclose conditions without fear, see stronger innovation and collaboration. Anti-discrimination training is essential to build inclusive environments.

Develop peer support networks: Employee resource groups or ‘Diabetes Champions’ can advocate for healthier food options, flexible scheduling, and supportive technology.

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Well-being Initiatives: Create a healthy workplace environment that promotes access to nutritious food and opportunities for physical activity. These initiatives support diabetes management and overall employee health.

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By prioritizing education, policy clarity, and compassion, organizations can transform the workplace from a source of stress into a source of strength for employees living with diabetes.