Globally, 1 in 6 of us live with a disability, amounting to approximately 1.3 billion people. Many of these disabilities are hidden or invisible, and therefore may not be immediately apparent, but significantly impact daily life and work.
As awareness of these conditions grows, so does the need for companies to adopt more inclusive practices that go beyond traditional accessibility measures. By better accommodating employees with hidden and invisible disabilities, organizations can foster a more supportive and productive work environment, enhancing employee well-being and unlocking the full potential of their workforce.
Some examples of the more common hidden and invisible disabilities include:
- Psychiatric Disabilities (depression, PTSD, anxiety, bipolar disorder, and others)
- Neurological Conditions (learning disabilities, ADD/ADHD, traumatic brain injury, epilepsy)
- Chronic Illnesses (chronic pain, chronic fatigue, fibromyalgia, diabetes, HIV/AIDS)
There was a recent campaign from the CDC about how to become a disability A.L.L.Y. that used an acronym that will provide an excellent framework for how we can better support our colleagues with hidden disabilities.
Removing the Stigma Around Disabilities
Many individuals with hidden disabilities feel pressured to keep their conditions secret, leading them to suffer in silence. This secrecy often exposes them to unfiltered and sometimes insensitive opinions about disabilities, highlighting the need for greater awareness about the impact of our words.
From the above-linked CDC A.L.L.Y. campaign, we can focus on educating all employees to address the first two letters:
- A: Acknowledge & respect individual experiences & abilities.
- L: Learn about different types of disabilities.
Providing disability awareness training is a great step. This will help non-disabled employees learn basics about hidden/invisible disabilities – that they are real, and that disabled persons deserve support and respect. Also, after their training, the employees will have more sensitivity about how to discuss topics related to disabilities.
Foster Open Communication From Those with Disabilities
Encouraging disabled people to share their experiences can also lead to a more supportive environment. You can also encourage the creation of Employee Resource Groups (or ERGs), to represent the interests of the disabled employees.
This type of action speaks to the rest of the A.L.L.Y.
- L: Leverage your influence to promote accessibility and inclusion.
- Y: Yield the floor to people with disabilities to help identify & eliminate barriers
To even further “promote accessibility and inclusion,” you could put processes in place that actively support those with hidden disabilities.
Provide Additional Support for Those With Hidden Disabilities
There has been a quiet revolution in the workplace as companies have realized the value that disabled employees bring to the fold. More companies are practicing inclusive hiring to give those with hidden and invisible disabilities a chance.
Providing accommodations for these employees is foundational to the employees’ success. Fortunately, technology has been amazing in recent years, providing more tools than ever to overcome things like learning disabilities, memory-challenges, and attention-deficit related disorders. Contact a firm like Strategic Consulting Services for more help identifying and implementing accommodations successfully.
There’s also clever ideas like the “Hidden Disabilities Sunflower Lanyard” that offer a discreet way for individuals to signal that they may need additional assistance or understanding in the course of their job routine. This program, which was launched in 2016, features a simple but noticeable colorful lanyard that the employee with a hidden disability hangs their usual work-related badger identification on. When other employees notice it, they realize that the person may need additional time to process information or complete tasks. The Hidden Disabilities Sunflower Lanyard program is growing in popularity, and has been adopted at many airports.
Getting Help With Disability Accommodations and Other Vocational Services
Strategic Consulting Services is based in the Pacific Northwest and has many locations in the western half of the United States. Our team of disability specialists and rehabilitation counselors helps companies manage disability accommodations, and other vocational challenges. Strategic Consulting Services has provided services for some of the U.S.’s largest companies and they can be reached through their website: https://strategicconsultinginc.com/
About the Author
Ric Burd is a Certified Disability Manger Specialist at Strategic Consulting Services, a group of disability and accommodation experts in Seattle and throughout the Pacific Northwest. Ric has been working in this field since 2002. Ric is a Certified Ergonomics Evaluation Specialist and is currently a Registered Vocational Rehabilitation Counselor for the Department of Labor and Industries.
To get in touch with Ric or the team of disability and accommodations experts at Strategic Consulting Services, visit their website: https://strategicconsultinginc.com/.