Flexible Cultures & Invisible Illnesses with Jodie Cenci

Join us as Jodie Cenci, HR Director at Primary, shares her deeply personal journey with chronic illness and disability. From uncertain diagnoses to discovering fibromyalgia, Jody opens up about the transformative power of workplace flexibility and representation. Her story is a masterclass on empathy, resilience, and advocacy for inclusive work cultures.Here are a few of the topics we’ll discuss on this episode of People Analytics:Jody's struggle with an invisible illnessFibromyalgia's daily impact on work The importance of workplace flexibilityNavigating HR while managing disabilityBuilding supportive company culturesResources:PrimaryStaffGeek Connect with Jodie Cenci:LinkedInConnect with our host, Lindsay Patton:LinkedIn EmailQuotables:2:28 - It still really amazes and saddens me how little representation we have of people with disabilities. So I think it is so important. And if me as a kid, if I could have seen something like that, I can't even imagine what that would've done for my confidence to just know that like, this isn't just something that's happening to me, there are other kids like me. So it feels really special being able to work with a company that's moving that message forward.6:46 -  I'm an HR team of one. So I was playing both the role of HR and disabled employee in my own interactive process, which I was having with my managers who also happened to be the CEOs and Co-founders of my company. So like there was just nothing normal about like how any of this was happening. Layer on top of that, like for all of the HR people listening, we were about a week away from mid-year reviews and a month away from open enrollment. So like, the idea of going on leave just seemed like completely impossible, but also seemingly very unemployable. Like, but how do you do reviews in open enrollment with no HR?16:26 -  I think it's also true with a lot of disabilities, and it's certainly true with fibromyalgia, that my disability varies day to day, sometimes even hour to hour. You know, like yesterday I had a great day and I barely remembered that I had fibromyalgia, but a different day, like last week, I had a day that I kind of could tell from the get-go was not gonna end as a good day because I had a lot of meetings and sure enough, by the end of it, like unfortunately it was an interview and I was like trying my best to keep it together, but like my brain fog was real and, you know, that was a struggle. And some days I don't have enough control over my calendar to be able to prevent it and I kind of just have to like now address it head-on.18:47 - I will say, so like being in HR, not only do I typically drink the Kool-Aid like I'm usually the one pouring it. Like my level of engagement is usually very high and I will say it's never been higher than it is right now. And that is the power of treating your employees like the people that they are and letting them kind of work through these things.24:42 - So far, like, okay, I did get like a pretty nice voice control software, but like my hand pain's pretty bad, but like the first thing I asked for was a $25 mouse. And I was afraid to ask for that because like, I was afraid to use any budget. So like there's just things that like we can do to make this process less scary. And maybe that's because like I have HR brain of like always thinking about like, you know, HR is a cost center, how am I gonna frame this, you know, as value add. I'm like, I just need a new mouse. So it's certainly opened my eyes to what the accommodation process is really like.