Invisible Disabilities in the Workplace
Highlighting the challenges employees with invisible disabilities face in the workplace and offering strategies for creating a supportive and inclusive environment.
I lost a job because of my invisible condition. This disease I live with called Crohn’s disease took so much from me and I often wonder if things would have turned out differently if I didn’t disclose it. If I held it in and didn’t open up and share.
There have also been a significant number of positives to opening up about living with Crohn’s while in the workplace.
It was during an emergency hospital stay that I was forced to tell my boss. I was scared about what he would say when I told him where I was and that I needed the week off.
The call was met with complete empathy and compassion.
He called me the next day and told me he stayed up all night researching Crohn’s and said that when I was back in the office, we would put things in place to minimize my stress.
I felt seen and supported.
Globally, one billion people live with a disability. And 16% of US workers identify as having one or more invisible disabilities. That’s a lot of people! Yet, nearly half of workers haven’t disclosed their condition. Maybe they haven’t disclosed because they don’t need to or want to.
But maybe they need and want to disclose but the environment isn’t safe or trusting.
What if we have workplaces that are safe, trusting, and judgment-free? What if we have managers who listen, get curious, and offer support in ways that allow an employee to thrive?
In this article, we will explore:
What is an invisible disability
Why it matters to talk about this
Why people with an invisible disability often remain silent
How we can support people with invisible disabilities in the workplace
What is an Invisible Disability?
An invisible disability (condition) is a non-apparent illness or health condition (physical or mental) that isn’t seen from the outside. This may include, but is not limited to chronic illness, autoimmune disorders, mental illness, neurodiverse conditions, chronic pain or fatigue, trauma, cancers, and brain injuries.
Why It Matters to Talk About This
There can’t be workplace inclusion without invisible disability awareness and action.
Think about the brain power it takes to hide something from your partner, your friends, or your family. Maybe you are holding in a deep dark secret. It can be hard and distracting! I know from experience and no, I didn’t do anything bad (sort of).
My good friend Matthew Gould and I were talking and he said something along the lines of,
“Think about how much brainpower it takes to not be able to open up and share about who you are and what you live with.”
Think about that for a minute. If we don’t have safe and trusting workplaces, this has a significant impact on one’s ability to work effectively.
Discussing invisible disabilities is crucial for several reasons:
Raising awareness among colleagues and managers
Reducing stigma
Improving support
Enhancing inclusivity in the workplace
These are the main reasons why I started Invisible Condition. We need to bring awareness to the things that we can’t often see from the outside. We need to challenge our biases. We need to create spaces for everyone to show up as their “normal”.
Why People with Invisible Disabilities Often Remain Silent
A colleague from long ago heard I had a stay in the hospital. She asked me what was going on so I told her a high-level version. She got curious and asked good questions so I provided more details. She looked at me with disgust and said, “That’s too much info and walked away.”
I shut down for years and decided not to disclose but now, I honestly don’t care how someone else reacts. It’s on them, not me.
Knowing this, and being silent for so long, there are several reasons why people don’t disclose.
Fear of stigma and discrimination
According to an Accenture study quoted in HBR, 76% of employees with disabilities are concerned about the potential negative impact on their careers if they disclose their disability. For instance, an employee with a mental health condition might fear being labelled as unreliable or unstable, which could affect their job security and promotion prospects.
Privacy concerns
A survey by the Job Accommodation Network (JAN) found that 59% of respondents with disabilities were worried about privacy and confidentiality when considering disclosure.
An employee with a chronic illness may worry that sharing their condition will lead to unwanted attention or pity from colleagues, affecting their professional relationships.
Lack of awareness and understanding
The National Organization on Disability (NOD) revealed that 33% of employees feel that their supervisors do not understand their disability. An employee with a learning disability might find it challenging to explain their need for specific accommodations without fear of being misunderstood or judged for their abilities.
Inadequate support systems
Research by the Boston Consulting Group (BCG) shows that only 39% of employees believe their company has effective policies and programs to support people with disabilities. An employee with an autoimmune disorder might hesitate to disclose their condition if they perceive that their employer lacks the necessary support systems or accommodations
Fear of being seen as less capable.
The American Psychological Association (APA) reports that 52% of employees with disabilities fear that their colleagues will view them as less competent if they disclose their condition. For example, an employee with epilepsy might worry that their condition will lead colleagues to doubt their ability to handle stressful situations or complex tasks.
Previous negative experiences
The Society for Human Resource Management (SHRM) found that 34% of employees who disclosed their disability experienced negative consequences, such as being passed over for promotions or facing increased scrutiny. An employee with a hearing impairment who previously faced ridicule or exclusion after disclosing their disability may choose to keep their condition hidden in future workplaces
How We Can Support People with Invisible Disabilities in the Workplace
So what can be done about this? A lot! And it starts with all of us. It’s an opportunity for us to get authentically curious and to encourage much-needed change.
Here are a few things we can do today to drive inclusion!
Inclusive Policies
Creating inclusive policies is essential to ensure that employees with invisible disabilities receive the accommodations and support they need to succeed. These policies need to specifically address invisible disabilities.
Where to start?
Implement accommodation policies and anti-discrimination measures. Also, implementing policies such as flexible working hours, remote work options, and reasonable accommodations are practical steps in this direction.
Education and Training
Education and training programs raise awareness and build understanding, helping to reduce stigma and create a more supportive workplace. Regular training and awareness programs for all employees can build an inclusive culture.
Developing specific training modules on recognizing invisible disabilities, empathetic communication, and providing appropriate workplace accommodations is the right place to start.
Support Systems
Implement effective support systems to provide employees with the resources and assistance people need to manage their conditions and thrive in the workplace.
Ensuring that Employee Assistance Programs (EAPs) are in place and well-publicized, and offering confidential counselling and support services is crucial.
Another example is establishing mentorship programs and peer support networks to provide additional support for employees with invisible disabilities.
Demonstrated Confidentiality
Creating a safe and confidential environment for disclosure helps employees feel comfortable sharing their conditions without fear of discrimination.
Safe disclosure environments and strict confidentiality protocols can protect the privacy of employees, encouraging them to disclose their disabilities and seek the support they need.
So Now What?
Be the company who people want to work at, who feel seen and supported.
Don’t just encourage people to speak up, demonstrate what this means and how people who do speak up will be seen as judgement-free.
It’s not that hard, honestly! And even better, it’s good for business (employee morale, retention, and even revenue).
If you don’t know where to start but want to do something about disability inclusion, yay you!
Maybe start by hosting a lunch and learn about disability inclusion and follow that up with mandatory manager training.
Actions speak loud!
Creating an inclusive workplace for employees with invisible disabilities requires understanding their challenges, fostering a culture of inclusion, and implementing supportive policies and practices. By taking these steps, employers can ensure that all employees, regardless of their disabilities, have the opportunity to thrive and contribute fully to the workplace.
Additional Reading on Disability Inclusion:
Why Disability-Inclusive Hiring Practices Matter
