When most people think of disabilities, they tend to picture someone in a wheelchair or with some other visible impairment. However, there are many disabilities that are not immediately apparent, known as “invisible disabilities.” While these disabilities may not be immediately obvious, they can still have a significant impact on an individual’s ability to perform their job. According to the National Business & Disability Council, invisible disabilities affect over 1 billion people worldwide. In fact, according to the National Institute of Mental Health, 1 in 5 adults in the United States lives with a mental illness.
What are Invisible Disabilities?
Invisible disabilities are conditions that are not immediately apparent to others but can significantly impact an individual’s quality of life. They can include conditions like chronic pain, migraines, anxiety, depression, post-traumatic stress disorder (PTSD) and more. These conditions can make it difficult for employees to perform their job duties and can often be exacerbated by work-related stressors. Unfortunately, because these conditions are not always visible, employees with invisible disabilities often face discrimination and lack understanding from their colleagues.
Unfortunately, there are still many misconceptions about invisible disabilities in the workplace. This can lead to employees feeling isolated and unsupported. However, there are things that businesses can do to create a more inclusive environment for all employees. It is important for businesses to understand the various types of invisible disabilities and the challenges that employees with these conditions face. By increasing understanding and awareness, businesses can create a more inclusive environment that better meets the needs of all employees.
Some Common Misconceptions about Invisible Disabilities in the Workplace
One of the biggest challenges that employees with invisible disabilities face is combating misconceptions about their condition. Oftentimes, because these conditions are not always visible, colleagues and employers may doubt the severity of the condition or whether it is truly impacting the employee’s ability to do their job. Other common misconceptions include:
- These disabilities are not real.
- Individuals with these disabilities are just looking for attention or sympathy.
- Individuals with these disabilities should be able to just “suck it up” and deal with it.
- Employees with invisible disabilities are lazy/unmotivated/unproductive.
- Employees with invisible disabilities are just looking for an excuse to miss work or slack off.
These misconceptions can lead to employees being misunderstood and unsupported, which can make it even more difficult for employees with invisible disabilities to perform their job duties and feel like they belong in the workplace. It is important for businesses to be aware of these misconceptions and work to dispel them within their organization.
Creating a More Inclusive Environment for Employees with Invisible Disabilities
There are many things that businesses can do to create a more inclusive environment for all employees, including those with invisible disabilities. Some things businesses can do include:
Promote awareness and understanding:
As we mentioned before, one of the first steps is promoting awareness and understanding of what an invisible disability is and how it can impact an individual’s ability to work. This can be done through trainings, or even displaying posters or infographics in common areas like break rooms.
Encourage openness and communication:
It is important to create an environment where employees feel comfortable openly communicating about their needs and requesting accommodations when necessary. This could involve setting up an anonymous survey or feedback system so that employees feel comfortable speaking up without fear of retaliation or judgment.
Review policies and procedures:
Take a close look at your company’s policies and procedures to see if there are any areas that could be updated or improved to better accommodate employees with invisible disabilities. Make sure that you have things in place to be able to support employees with all disabilities. These can help educate employees on processes for requesting support, availability of accommodations and other ways your organization is ready to advocate for and protect employees with disabilities.
Providing training for managers and employees on how to identify and support individuals with invisible disabilities:
It is important to training employees but equally important to train managers. Conduct separate sessions for managers who might not know how to support the team members. Managers should feel comfortable being able to make accommodations for those on their team that need them.
Provide Support Resources:
There are several support resources available for employees with invisible disabilities (e.g., mental health counseling, chronic pain management programs, etc.). Make sure that your company’s health insurance plan covers these types of services and that your employees are aware of these resources.
Ask for feedback:
You won’t know if you’re making a difference unless you ask.
Conclusion
Companies have a responsibility to create workplaces that are inclusive of all types of disabilities—including those that are not always visible. While invisible disabilities may not be immediately obvious, they can still have a significant impact on an individual’s ability to perform their job. By promoting awareness and understanding, encouraging openness and communication, reviewing policies and procedures, and providing support resources, businesses can take steps towards creating workplaces that better meet the needs of all employees—regardless of whether their disability is visible or not.
