As the world of employment grows more aware of disabilities in the workplace, many organizations still often fail to consider the disabilities we cannot see. Those with an invisible or non-apparent disability account for an estimated 10% of people across the United States. We cannot discount these impairments and the weight they carry both at work and in life. Employees with invisible disabilities often fear job security as well as the value they bring to the workplace, therefore affecting their feelings of self-worth in and out of work. Invisible disabilities are primarily neurological in nature and capture a spectrum of hidden disabilities and challenges. These can range from chronic pain to mental illnesses (Umass, 2015). There are a variety of categories that many people know nothing about, and more importantly, cannot see, causing us to disregard them in the workplace. Sometimes, even after seeking medical attention, individuals can experience ailments that have not been medically diagnosed such as sporadic dizziness or lack of concentration. Thus, without a diagnosis or vocabulary to describe the situation, it can be hard to apply for certain accommodations in the workplace (Griffin, 2022).

People living in these uncertain circumstances are not only dealing with the pain and frustration from their disability. Many feel shame at work due to their limitations and the fact that their output is measured in their workplace. They may also feel shame and guilt at work. According to Harvard Business Review, the fear of being seen as less capable and having this situation stall career progress leads these individuals to fear disclosing these disabilities to their managers (2019). Due to the fact that many workplaces view success through output measures, the focus of the employee goes beyond losing opportunities. Internalizing concerns about needing to meet these output requirements can cause fear of job loss, and therefore, the loss of the health insurance needed to financially support their disability. Particularly when disabilities are still being explored, bills from medical practitioners become hefty (Griffin, 2022).

What can organizations do to better support these individuals?

Organizations must make a point to create an open conversation regarding non-apparent and invisible disabilities at work, both those from birth and those acquired. Fear of job security and worth to the organization can be mitigated through conversations concerning this topic. If this issue is not addressed, those having these experiences will go from trying to speak up, to suppressing this important information. Conversations have only just begun in corporate environments, but there are several ways managers can empower their employees:

• Adjust Training on Inclusive Practices- Organizations that emphasize diversity and inclusion, as well as provide accessible training, help their employees with disabilities thrive and seek career advancement. 35% of these employees are then more likely to disclose their disabilities. Productivity gains and morale boosts in the organization can be seen through the implementation of these diversity and inclusion initiatives (Henneborn, 2021). Adjust your training practices to include topics on non-apparent and invisible disabilities.

• Bold Leadership- Develop empathic leaders who recognize and support these disabilities and begin the conversation surrounding these disabilities. When employees with disabilities of any kind see bold leadership, including those who have disclosed their own disabilities, they are 15% more likely to instill greater career aspirations than their peers and 26% more likely to be open about their disability. This can create a ripple effect for more people feeling safe and supported in the work environment, encouraging others to open up and create a better work experience (Henneborn, 2021).

• Create an Open and Creative Workplace- Offer an open, anonymous feedback loop for all employees regarding workplace policies and support. This will provide detailed insight into employee concerns. Allow for healthy work boundaries through flexible scheduling. Creating individualized scheduled breaks can help one be fully present when needed, and flourish in a predictable environment (Henneborn, 2021).

• Employee Resource Groups- Businesses should create organizational employee resource groups (ERGs) that are supportive of hidden disabilities. Not only should these groups be supportive, but they should be supported. Persons with disabilities can benefit when companies truly invest in their range of employee resource groups and initiatives for support. Organizations must think beyond traditional ERG’s to create new groups that support unique groups of people. These groups provide a space to develop and share experiences alongside others. Organizations with these groups in place have seen a 34% confidence boost, 21% career aspiration boost, and a 26% increase in employees with disabilities willing to disclose their situation (Henneborn, 2021).

Additional resources:

Why people hide their disabilities at work. Harvard Business Review. (2021, September 13). Retrieved from https://hbr.org/2019/06/why-people-hide-their-disabilities-at-work

Rebecca R. Hastings, S. P. H. R. (2021, July 6). Are your employees comfortable disclosing disability? SHRM. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/global-and-cultural-effectiveness/pages/comfortabledisclosingdisability.aspx

References

Make it safe for employees to disclose their disabilities. Harvard Business Review. (2021, September 13). Retrieved from https://hbr.org/2021/06/make-it-safe-for-employees-to-disclose-their-disabilities

Griffin, J. D. (2022, January 31). I hid my disability at work for 6 years. when I stopped, my entire life changed. HuffPost. Retrieved from https://www.huffpost.com/entry/invisible-disability-work-hiding_n_61f6ecc2e4b094ce54ac1c67

Invisible disabilities list & information - UMass Amherst. (2015, October 28). Retrieved from https://www.umass.edu/studentlife/sites/default/files/documents/pdf/Invisible%20Disabilities%20List%20%26%20Information.pdf