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Lauren Reed
Tech & Social Impact | Chronic Illness Advocate | UCLA Anderson MBA | Former ServiceNow, NextGen America
Lauren Reed is an accomplished professional with a diverse background in product marketing, strategic initiatives, and public policy. She holds a Master of Business Administration (MBA) from UCLA Anderson School of Management and a Bachelor's degree in Political Science from UC Berkeley. Currently, she serves as a Product Marketing Manager at ServiceNow, where she leverages her expertise to drive marketing strategies and product positioning. Previously, Lauren has interned in various roles at ServiceNow and Higher Ground Labs. Moreover, she has a rich history of serving in leadership positions at NextGen America, including Deputy Director of NextGen Rising and Program Manager of Strategic Initiatives. Her experience also extends to public service, having worked in governmental agencies like the San Francisco Public Utilities Commission and the Office of the Mayor in government and legislative affairs.
Highlights
Three years ago this month, I noticed hand pain that wouldn’t go away and decided to look into it. After 18 months of searching for answers and escalating symptoms, I found myself with a fibromyalgia diagnosis in hand, too ill to get out of bed some days, and realized I needed to go on medical leave. So began my slow, exacting process of recovery - endless blood tests, specialists, medication adjustments, new programs. I’ve dug myself out of the deep health pit where I spent much of 2023, and I am thrilled and grateful to be able to reemerge to the world…and to LinkedIn!
My condition, fibromyalgia, is an incurable, chronic, invisible illness that impacts an estimated 2-5% of the population; an overwhelming 90% of fibro sufferers are AFAB. It is closely related to other complex, multi-system conditions like CFS, POTS, PCOS, and MCAS, and like many of those conditions, it is poorly understood and is often dismissed and disbelieved. These same biases can carry over into the workplace, making medical leave and disability accommodations scarce for many disabled employees. For many companies, it seems easier to lose employees seeking accommodations than to develop accommodations that work for all parties.
These types of conditions have hit new prominence with the growing epidemic of Long COVID. Beyond official Long COVID after an infection, many others (myself included) have had chronic conditions triggered by the extended, overwhelming stress since the pandemic began. An estimated 5.3% of the adult population had Long COVID as of April 2024, creating a new disability for millions of Americans. This has led to an increase in disability claims and people leaving the workforce, but also to a significant increase in employed people who require disability accommodations.
To employers, managers, HR professionals, and anyone else who finds themselves with a colleague or employee who needs these accommodations: take time to educate yourself about the realities of these conditions, and commit to make reasonable accommodations for your disabled employees. We may need flexible hours, reduced hours, a switch to fully remote work, or other accommodations; but once we have that support, we can be significant contributors just like before we got sick. This trend isn’t slowing down - employers will find themselves unable to fill open slots if they are unwilling to provide that kind of support. This is the new normal, and we need to face it head on.
As for me, I am taking a bit more time to continue my focus on healing and offering a bit of a hand to my friends still fighting the good fight leading up to election day. But before too long, I’ll be forging my new path as a working professional with a disability. To colleagues and peers who are going through similar experiences and would like to connect, please reach out! While I would never have chosen to join this club, now that I’m part of it, I am proud to stand shoulder to shoulder with my fellow Spoonies.
