INVISIBLE DISABILITIES IN THE WORKPLACE
Think about your coworkers. It’s natural to assume that you know them well, from the hours spent working together to the casual chats about family or other personal subjects. But looks can be deceiving. Everyone—friends, strangers, and coworkers alike—has struggles that can’t be seen. Sometimes they are utterly disabling, even if from the outside everything looks “fine.”
An invisible disability is a “physical, mental or neurological condition that is not visible from the outside, yet can limit or challenge a person’s movements, senses, or activities,” according to the Invisible Disabilities Association. When one imagines “disabilities” one often thinks of wheelchairs, mobility aids, or obvious symptoms. However, a number of conditions like chronic pain, depression, PTSD, Crohn’s disease, multiple sclerosis etc. have no visible symptoms. Pain, exhaustion, brain fog, or severe digestive issues can’t be seen but can be disabling. Yet people suffering with these symptoms are often overlooked.
Or worse, they face active hostility. “You don’t look sick” someone with MS hears as they park in the handicapped spot they are legally entitled to use. One of the most common arenas where people face this discrimination is the workplace. 30% of the American workforce has some form of disability, yet according to the Center for Talent and Innovation, only 3.4% of those employees have fully disclosed their disability to their employer.
Why is this? Despite the Americans with Disabilities Act requiring reasonable accommodations, the reality is often more complicated. Identifying oneself as “disabled” opens employees to stigma and harassment from their managers and other employees. Over one third of the CTI survey respondents said they had faced discrimination or bias from their employers over their disability. They were also significantly more likely to feel that their ideas were overlooked or that their careers were stalled than their non-disabled peers.
Often this is not due to intentional malice, but ignorance. When a manager can’t see the symptoms, it’s easy to write off an employee’s pain. When one can’t see a coworker’s condition, it’s easy to assume their accommodations are unfair “special treatment.” It is also worth noting that many of the conditions that lead to invisible disabilities affect women more often than men. This also contributes to difficulties speaking up and being heard because women’s pain is so often brushed aside.
This has consequences for the workplace. Ignoring invisible disabilities directly contributes to “presenteeism” where an employee is physically present in their job, but unable to fully perform due to their medical condition. The drop in productivity costs the employee time and effort, and it costs their company money. For example, the Journal of the American Medical Association found that pain conditions cost $61.2 billion annually in lost productivity and that 76.6% of this loss was not due to absence, but impacted worker performance (aka presenteeism). The Harvard Business Review reported that for Bank One presenteeism cost $311.8 million per year. Globally, presenteeism could cost companies up to $1.5 trillion annually.
According to the CDC, 1 in 4 Americans has a disability. This isn’t something employers can or even should avoid dealing with. But how can workplaces become more inclusive and thus more productive?
Employers must ensure that employees are safe disclosing their disabilities. No assumptions based on how they “look.” Employees must be listened to and believed.
Managers must be trained in handling reasonable accommodations for their employees. Most accommodations cost little to nothing. It is free to provide written instructions to a person with memory issues, or allow a flexible schedule for someone with ADHD. Low cost solutions like ergonomic chairs or standing desks for those with pain conditions can also be offered. Best practice is to listen to employees and be open to their needs. They know their bodies best.
Employee Resource Groups (ERG) or Employee Assistance Programs (EAP) are ways to provide resources and signal a company's willingness to work with their employees.
A survey by Accenture in 2018 and again in 2023 showed that companies with comprehensive disability policies had significantly higher earnings than their counterparts. Companies showed 1.6x the revenue, 2.6x the net income and double the economic profit, along with 25% more productivity. It’s no wonder this is the case. When employees are able to receive accommodation, their productivity improves. They feel more positively towards their company, which combats presenteeism.
As for employees, when companies are willing to provide accommodations, it is vital that employees take advantage of them. Speak up. Asking for help is not a weakness. It is possible to be happier and more comfortable at work. It is equally vital that people not make assumptions about others’ health or wellbeing. Empathy, compassion, and assuming good intentions go a long way towards helping those with (and without) invisible disabilities. Fostering such a culture helps companies function better, be more productive, and improves people’s health and lives. It’s simple to do. It just requires a shift in mindset.
