Diverse employees support each other in an inclusive office, representing workplace inclusion and mental health support.

Cracking the Code: How to Foster True Workplace Inclusion for Employees Facing Health Challenges

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Nico Varela in Health & Wellness August 2025 • 5 min read.

"Beyond the Buzzword: Exploring the Realities of Supporting Employees with Back Pain and Mental Health Issues"


In today's fast-paced world, the concepts of workplace inclusion and employee well-being have moved from trendy buzzwords to critical business imperatives. Forward-thinking organizations now recognize that a supportive and inclusive environment is not just a 'nice-to-have,' but a fundamental ingredient for attracting top talent, boosting productivity, and fostering a thriving company culture. But what does true inclusion really look like, especially when it comes to employees grappling with health challenges like back pain and mental health issues?

Back pain and mental health problems are remarkably common, significantly affecting both quality of life and workforce participation. These conditions are major drivers of long-term sick leave and disability across Western countries. While the benefits of working for overall health are well-documented, exclusion from the workforce can have serious consequences. This makes it essential for businesses to actively cultivate an inclusive workplace where employees feel supported, valued, and empowered to manage their health while contributing their skills and expertise.

For over two decades, the Norwegian government has championed the concept of a 'more inclusive working life' through the IA-agreement, a collaborative effort involving government, unions, and employer associations. This initiative aims to prevent the exclusion of individuals with reduced work functionality. As a result, workplaces are now seen as key settings for promoting inclusion through accommodations and robust support systems. But how do these initiatives translate into the lived experiences of employees, and what are the real challenges in creating a truly inclusive environment?

Unveiling the Barriers: What Makes Workplace Inclusion Difficult?

Diverse employees support each other in an inclusive office, representing workplace inclusion and mental health support.

A recent focus group study delved into the experiences of employees, exploring the nuances of workplace inclusion for individuals with back pain and mental health problems. The study, published in the Scandinavian Journal of Public Health, highlights the complexities and potential pitfalls of creating truly supportive work environments. Researchers Eline Ree, Tone Langjordet Johnsen, Anette Harris, and Kirsti Malterud uncovered key themes that shed light on the challenges organizations face.

The research team conducted three focus group interviews with a total of 16 kindergarten employees. The participants were asked to share their experiences of including colleagues, or their own experiences of being included, while managing back pain or mental health issues. Using a method called Systematic Text Condensation, the researchers analyzed the interview transcripts to identify recurring themes and patterns.

  • Specificity Matters: Participants found it easier to include colleagues when their health problems were clearly defined and openly communicated. When individuals were transparent about their needs for accommodation, it fostered understanding and facilitated practical support.
  • The Burden Factor: Acceptance and accommodation became more challenging when a colleague's health issues were long-standing, placed a significant burden on other staff members, or negatively impacted the well-being of the children in their care.
  • Guilt and Disparity: Employees experiencing health problems often grappled with feelings of guilt, fearing they were not pulling their weight. They also perceived a gap between the ideal of inclusion and the realities of workplace practices.
These findings expose some uncomfortable truths about workplace inclusion. While organizations may have the best intentions, the reality is that creating a truly supportive environment for employees with health challenges is far more complex than simply implementing policies and accommodations. It requires a shift in mindset, a commitment to open communication, and a willingness to address the underlying stereotypes and biases that can hinder genuine inclusion.

Moving Forward: Creating a Culture of True Inclusion

The study's authors emphasize the need for system-level efforts to reduce negative stereotypes and facilitate inclusion practices. This includes promoting open dialogue about mental health and back pain, challenging assumptions about competence, and fostering a culture of empathy and support. By addressing these underlying issues, organizations can move beyond superficial gestures and create a workplace where all employees feel valued, respected, and empowered to thrive.

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Everything You Need To Know

1

What does true workplace inclusion mean for employees facing health challenges like back pain and mental health issues?

True workplace inclusion goes beyond policies and accommodations. It requires creating a supportive environment where employees with health challenges like back pain and mental health issues feel valued and empowered. It's about fostering open communication, challenging stereotypes, and addressing biases to ensure all employees can thrive. Specifically, it means moving beyond superficial gestures and implementing system-level efforts to reduce negative stereotypes and facilitate inclusion practices.

2

What role does the 'more inclusive working life' initiative, like the IA-agreement, play in supporting employees with health challenges?

The 'more inclusive working life' concept, exemplified by the IA-agreement championed by the Norwegian government, aims to prevent the exclusion of individuals with reduced work functionality. This means workplaces are seen as crucial settings for promoting inclusion through accommodations and robust support systems. The initiative emphasizes that workplaces must adapt to support employees, rather than the other way around, ensuring those with health challenges can remain in the workforce.

3

What specific challenges did the focus group study identify regarding workplace inclusion for individuals with back pain or mental health issues?

The focus group study, conducted by Eline Ree, Tone Langjordet Johnsen, Anette Harris, and Kirsti Malterud, revealed several challenges. Participants found it easier to include colleagues when their health problems were clearly defined and openly communicated. However, acceptance and accommodation became more challenging when health issues were long-standing, placed a significant burden on other staff, or negatively impacted the well-being of others. Employees also reported feelings of guilt and perceived a gap between the ideal of inclusion and the realities of workplace practices.

4

How does open communication and transparency impact the inclusion of employees with health issues?

According to the study, specificity matters. When individuals with back pain or mental health issues are transparent about their needs for accommodation, it fosters understanding and facilitates practical support. Open communication allows colleagues to understand the nature of the health challenges and how they can help, creating a more supportive environment. This transparency helps to break down barriers, reduce misunderstandings, and facilitate better inclusion practices.

5

What practical steps can organizations take to create a culture of true workplace inclusion for employees facing health challenges, according to the study's authors?

The study's authors emphasize the need for system-level efforts to reduce negative stereotypes and facilitate inclusion practices. Organizations should promote open dialogue about mental health and back pain, challenge assumptions about competence, and foster a culture of empathy and support. This includes actively addressing underlying issues, such as bias, to create a workplace where all employees feel valued, respected, and empowered. By implementing these changes, organizations can move beyond mere accommodations and genuinely support their employees' well-being.

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