Successful disability management and the return of injured and ill workers back to work depends upon the adoption of a whole-of-organisation approach.  Everyone from senior management to the injured worker needs to be on board if the system is to function efficiently, sustainably and supportively. 

To better understand just what the HR department’s role is in the area of disability management, I decided to go right to the source, and when it comes to knowing the ins and outs of Human Resources, Judith Karon was someone who immediately came to mind.

Having worked in the HR profession for over 28 years, Judith really knows her stuff and during lunch on a warm summer day, she was kind enough to share some of her wisdom with me.

Judith, the HR Director at the University of Minnesota Duluth for the last 22 years, said that she feels fortunate to work in an environment that places value and an emphasis on health and wellness.  This has made her job easier  because “When it come to disability issues in the workplace,” she said,” there has been a significant increase in the demands placed on the employer due to the aging workforce and legislative changes."

Because of the complexities of disability issues and an increased need for HR services, in Judith's organisation there is a team of people working toward the goal of returning ill and/or injured people back to work. In addition to the internal HR staff who assist in the administering of disability benefits, she also collaborates with on-site nurses, an ergonomic specialist, a return to work coordinator and an EAP. 

When she first started at the university, Judith said that “much of the disability related service needs were centred in the Auxiliary Services and Facilities Management departments, due to the physical labour positions resulting in a higher number of worker’s compensation claims. As a result, these departments receive more training and informational sessions for the managers and staff.” 

"However," Judith said, "we have seen an increased need for disability services throughout all departments across the campus as well.  In addition to the legislative changes and aging workforce, there has been an increase in the diagnosis of depression and anxiety, which can affect both faculty and staff. 

"In the past, the demand for disability management service wasn’t typical for the departments outside Facilities Management and Auxiliary Services.  Consequently, they did not receive the same kind of attention." 

Judith said that this is changing because if the disability management and return to work process isn’t fluid and recognisable, it can hamper return to work efforts.  Judith concluded, “Buy-in is huge when trying to influence change.  It is important, from the employee up to the manager, that everyone sees and understands their part in all of this and how it can benefit them.” 

When dealing with matters of disability, it is also important to keep in mind that each individual case needs to be seen with a fresh pair of eyes as no two are alike.  You should also be open to change as issues of disability have become more complex over the years and are not expected to get any easier as time goes on. 

Employees and management all look to HR for the answers and for assurance.  The main thing to keep in mind is the goal of returning the employee back to their work and if you make a sincere effort at this, you will most likely have all your bases covered.