International Day for People with Disabilities: openess can make us stronger

As part of our series for International Day of People with Disabilities, we spoke with Marie-Pierre Floch, Head of Customer Experience in Northern Europe at Allianz Trade. Marie-Pierre has been with the company since 2006 and shares her journey of adapting to a rare, inherited eye condition called Stargardt disease.

Marie-Pierre discusses the challenges she faces with this invisible disability, the impact it has had on her work life, and how openness and supportive colleagues have made a difference in creating an inclusive environment. 

My name is Marie-Pierre Floch, I have been working at Allianz Trade since 2006. Currently, I’m Head of Customer Experience in Northern Europe.  My personal life and professional journey took a turn when in 2010 as I was diagnosed with a rare, inherited eye condition called Stargardt disease, that cannot be treated and that progressively blurred my central vision, leaving me only with peripherical vision*.  It was a shock as I realised, I would never see correctly again, and everyday tasks like reading, watching any screen, driving, or even recognising people became very difficult. What made it even more challenging was that this disability is invisible so people can't tell by looking at me.

* From the RNIB website: Stargardt disease is an inherited eye condition that mainly affects your macula. The macula is the central part of your retina; the light-sensitive layer at the back of your eye.

Finding the confidence to speak up about my condition changed everything. But it took me a long time! Right after being diagnosed, I was in denial mode and tried to cope without telling anyone, but it became impossible to keep it to myself. I struggled to see presentations during meetings or recognise my colleagues. People thought I was being rude by not saying ‘hello’,  I could simply not recognise them. When I finally gathered the courage to talk to my manager, I felt a huge relief. He listened to me and even shared his own personal story, which created a strong bond and helped me feel understood.

I would say that what really made the difference weren’t the practical adjustments at work but the support and mindset of coworkers. The understanding and reassurance from my manager and colleagues made it easier for me to share my situation more widely, feel comfortable and get the support I needed. For example, explaining something displayed on screen in a meeting room too small for me to read or waving hello first when they see me. Their attitude has been wonderful, and now I don’t hesitate to mention that I have this condition when meeting new co-workers. It makes my life easier, and they appreciate my openness as it saves them from weird situations in the future (for example if I don’t recognise them in a corridor). Speaking up is not easy, but it is crucial. The more we openly talk about disabilities, the more we create a supportive environment that encourages everyone to voice their concerns and needs without fear.

Regarding specific adjustments, it really depends on what each individual needs. Making employees and managers aware this is possible should be a standard. Some people may think their disability is not ‘serious enough’ and may not even think they could have a much better experience in the workplace by having a specific chair, desk, whatever. Small adjustments can often make a big difference.

Like many other topics, it starts with education and awareness. Many people still hold assumptions and misconceptions about people with disabilities, and often only picture those in wheelchair or with highly visible impairments. But many disabilities are invisible and affect people’s lives too. Also, there are disabilities you were born with, like the genetic ones, that shape people’s life right from the get-go or later, and there are disabilities you get later, from an accident or illness for example, meaning you have to adjust to new challenges. Whatever the case, I believe it is important to position disability as a challenge, a difficult one, but a challenge that leads people to develop coping mechanisms and creative techniques to live their life as best as they can.

Positive representation is another important aspect. Media and companies should showcase the diverse experiences and achievements of people with disabilities, to highlight that their competence and worth remain undiminished.

An inclusive workplace is one where everyone feels safe and supported and can thrive in their career. Inclusion isn’t just about accessible facilities or adaptable technologies (although those are essential), it is also about fostering a culture where everyone feels valued, respected, and supported.

We also need to cultivate empathy. More than compassion, colleagues can help by asking simple questions like “how can I make your life easier?”, “How can I help you?”. This small change, from assuming to asking, creates a deeper sense of support, understanding and it makes a huge difference. I believe it also makes colleagues’ life at work easier as it eliminates potential feeling of ‘taboo’ topics. In an ideal world, it should be fine to talk about disabilities like any other form of diversity. Personally, getting this attitude from my managers and coworkers has made a profound impact on me.

My disability gave me the courage to find my voice and advocate for myself. It has also built my resilience and forced me to develop new ways of working and navigating life. I’ve become more empathetic and learned to never assume, always appreciate people are different and come with different perspectives.

I’ve also learned to focus on what I can do, control or adapt. For example, as my sight is extremely poor, I have developed strong listening skills and memory. At the end of the day it is about accepting change, focusing on what is in your area of control and on the positives.

To better educate our peers, we need to raise awareness and provide real learning opportunities. Awareness trainings should be integrated into all levels of the organization, whether you are a people leader or not. Managers need to know how to approach conversations about disabilities sensitively, how to effectively handle the situation if someone in their team has a disability. Employees would also benefit from it as they may work with people with disabilities; it would help them feel better equipped on how to best interact and work with them.

Sharing real stories from people with disabilities is also a great tool: it humanises the experience, it fosters empathy and understanding among employees. These stories can break down stereotypes and highlight the value of diversity (and inclusion). For me personally, they are key to inspire positive change and encourage open dialogue. I hope this conversation our readers feel the same when reading these lines.