It can be easy to assume that all disabilities are presented in physical ways. We often think of things such as wheelchairs and hearing aids as representations of disability. When we see these things, we know someone is disabled. However, it is really important to remember that up to 70% of disabled people in the U.K. have a hidden or invisible disability.
The definition of an invisible disability is a physical or mental health condition which is not visible from the outside but that affects a person’s daily life in a substantial way.
Many employers struggle to know how to accommodate an invisible disability in the workplace. We might know that we need wheelchair access and disabled toilets as standard protocol, but do we know how to cater for the many people out there with invisible disabilities? The answer is, unfortunately, probably not.
At Careers with Disabilities, we want to help change that picture. We want to offer both disabled jobseekers and inclusive employers the support they need to work together. On this page, we are going to help employers understand how they might support those in their workplace with invisible disabilities.
Types of Invisible Disabilities
Before we get started in thinking about how we can support employees with invisible disabilities, we need some context. Learning more about disabilities, including invisible ones, can help start the process of support. We need to know what we are talking about before we try and take any action or make any change.
The following are some common invisible disabilities:
- Epilepsy
- HIV/AIDS
- Diabetes
- Chronic Fatigue Syndrome
- Cystic Fibrosis
- Autism
- Attention-Deficit/Hyperactivity Disorder (ADHD)
- Learning Disabilities (LD)
- Hearing impairment
- Vision impairment
- Chronic pain/neurological pain
- Brain injuries
- Fibromyalgia
- Depression
- Bipolar Disorder
- PTSD
This is by no means an extensive list and yet you can already see just how many invisible disabilities there are. People are affected in a range of ways and it is important we remember this. Not all disabled people are the same, not even remotely.
Creating an Inclusive Working Environment
As an employer, you need to create an accepting and inclusive environment for all employees. You don’t want to eliminate large amounts of potential employees, because you are unable to cater for those with invisible disabilities. You don’t want to lose the great employees you currently have either.
The first steps in creating a diverse and supportive workplace are:
- Listening to disabled people
- Communicating openly
- Being open-minded
- Being willing to facilitate change
By doing these things, you will become more confident in employing and meeting the requirements of people with invisible disabilities. You will also show current and future staff that you care about creating an inclusive environment that works for both disabled and non-disabled people. You will allow them to have a voice that is listened to and respected.
Without the foundation of an inclusive environment, no real change can be made.
Implementing Support for Invisible Disabilities
Once your inclusive environment is well on its way, you can implement active support within the workplace. There are numerous ways you can support an employee with an invisible disability, including:
- Make Reasonable Adjustments When Asked: Perhaps the first and most important thing you can do as an employer is to be open to conversation with your disabled employees. Make sure your employees know they can come to you to first disclose their disability and then request any adjustments they may need to do their job comfortably and safely. If somebody approaches you with a request to change something in the workplace or their schedule because of their disability, then know they have done this because they trust you with this information. Be as proactive as you can in completing their request.
- Encourage Wider Office Learning: As well as managers and HR workers needing to understand invisible disabilities, it is important for the rest of the office too. A great way to support disabled people in the office is to offer training and information for all employees on the subject. When we know more about disabilities, we know more about how to support other people. We can never know too much.
- Provide Appropriate Signage: Many public spaces are opting to display signs in places such as lifts or accessible toilets, to remind people that “not all disabilities are visible”. This can be an excellent way to show your support and indicate an inclusive workspace to others too.
- Support Flexible Working and Time Off: Employees with invisible disabilities such as chronic fatigue or chronic pain may need extra time off or benefit from flexible working hours, so they don’t have to work when they feel unable to. By supporting this, you are showing that you are taking the needs of your employee into consideration, providing adjustments for them to complete their work, safely and productively. This will allow them to retain their jobs much more easily, and to be happier throughout their time at work.
- Allow Remote Working: Remote working is another great option for people with invisible disabilities. Remote roles can offer disabled people the opportunity to control their own working environment. This can help them feel much more comfortable while working than they would in an office environment. Hybrid models can also help if you don’t feel that you can offer completely remote roles.
- Get External Support: The government provides financial support to employers who hire disabled people (this includes visible and invisible disabilities). The Access to Work scheme entitles employers up to a maximum of £60,000 per year to cover any additional costs relating to workplace adjustments when hiring a disabled person. This may relate to aspects such as assistive technology, travel to and from work, and flexible working hours. You can be a part of providing valuable opportunities to disabled people, at no extra cost. For more information, visit our page on funding.
Where to Start
You can start your journey as an equal and inclusive employer today on Careers with Disabilities. Check out what we have to offer companies who want to employ a more diverse group of people, right here. You can become one of our listed companies, post inclusive job postings, and reach a wide audience of disabled jobseekers, just for a start.
Being an inclusive employer has so much to offer both you and your potential employees. Why not start today?