The Importance of Supporting Invisible Disabilities in the Workplace

Building an inclusive and supportive workplace culture for every employee is a necessity for a thriving and engaged workforce. One crucial aspect of this effort is ensuring that people with invisible disabilities feel understood, valued, and supported. In Ireland, around 500,000 people are affected by invisible disabilities, representing nearly 80% of the total disability population. Despite their prevalence, invisible disabilities often go unnoticed, leading to misunderstandings, stigma, and a lack of appropriate accommodations in the workplace. 

Employment statistics reveal a stark disparity: according to the National Disability Authority, only 36% of people with disabilities in Ireland are employed, compared to 73% of those without disabilities. By implementing inclusive practices and providing the right support, employers can help bridge this gap, leading to more diverse, innovative, and productive work environments. 

Understanding Invisible Disabilities
Invisible disabilities encompass a wide range of conditions that affect individuals in different ways. Some common examples include:

• Mental Health Conditions: Depression, anxiety, bipolar disorder, and post-traumatic stress disorder (PTSD).
• Chronic Illnesses: Conditions like diabetes, fibromyalgia, Crohn's disease, lupus, and chronic fatigue syndrome.
• Learning Disabilities: Dyslexia, attention-deficit/hyperactivity disorder (ADHD), and other cognitive impairments.
• Neurological Disorders: Autism spectrum disorder, epilepsy, multiple sclerosis, and migraines.
• Sensory Impairments: Hearing loss, vision impairment.

Unlike visible disabilities, these conditions are not always recognised or understood by others, which can lead to feelings of isolation and lack of support. It's crucial for employers to raise awareness and create an environment where employees feel safe to disclose their needs.

How to Support Employees with Invisible Disabilities

A truly inclusive workplace recognises and values diversity in all its forms, including the range of abilities and challenges that employees face. Openly addressing invisible disabilities helps break down stereotypes and stigma that often surround these conditions. It encourages employees to be open about their needs, building trust between staff and management. This trust is essential for fostering a culture where everyone feels respected and included. 

Raise awareness
Education is key to reducing misconceptions about invisible disabilities. Offering training sessions and resources on this topic can help all employees understand what invisible disabilities are and how they can affect individuals. Knowledge fosters empathy and encourages a more supportive workplace culture.

"I think that oftentimes people with invisible disabilities feel uncomfortable talking about them, since their colleagues can’t see what’s wrong and they feel they may be judged that it’s not as severe or limiting as it is. Raising awareness will help that. I also think it’s important that all line managers have training and knowledge about invisible disabilities. This will help with empathy but also being flexible to accommodate flare-ups and rough patches.

I would expect that many others living with invisible disabilities would encounter people daily who don’t understand the condition, how much it impacts their life – and often suggest remedies and treatments despite not fully understanding the condition or the individual’s medical history. Overall, there needs to be more societal empathy when it comes to invisible disabilities and more knowledge and information sharing can only help that. That should include not only how to support people with disabilities but also ‘what not to do’ – like offering remedies and suggestions."

-Laura Edgerton, Head of Internal Communications and Employer Branding at Goodbody

Develop clear policies and accommodations
Raising awareness is important, but without concrete policies to back it up, it falls short of making a real impact. It's not enough to simply acknowledge the need for support; organisations must also have clear, actionable policies in place that guide how to request accommodations. Providing reasonable accommodations is a crucial step toward making the workplace more accessible to individuals with invisible disabilities. This might include flexible work schedules, remote work options, modified workloads, or access to assistive technology and tools that can help employees manage their conditions effectively. 

Organisations should also implement a straightforward and confidential process for requesting these accommodations, ensuring that employees feel safe and supported when disclosing their needs. Regularly reviewing and updating these accommodations based on employee feedback can further enhance the inclusivity of the organisation’s approach.

This can extend to both within the organisation and externally - at Aura Holohan Group, they demonstrate their commitment to inclusion through initiatives like the Sensory Hour at its Aura Centres. This programme is designed to create a more accessible and autism-friendly environment by turning off the music, dimming the lights, and lifeguards refraining from using whistles. These adjustments help create a calmer space for individuals with sensory sensitivities, reflecting the organisation's strategy to make its services welcoming to everyone.

They also make an inclusive culture one of the main pillars of their people strategy - through their Aspire and mentorship programme, the team at Aura encourage their people who live with a disability to learn and grow their career in the direction that’s right for them and strive to support their individual needs;

"Some of our employees who live with an invisible disability require additional time and guidance to complete training or completing their day to day tasks; for others, consistency and routine in their job is very important, so we ensure this is maintained," says HR Director at Aura Holohan Group, Narcisa Popovici.

"Other colleagues who live with an invisible disability need regular feedback, encouragement and support and their mentors play a crucial role in this. Our organisation has benefited tremendously by including people with disabilities in our workforce. We value the contribution everyone makes to the company. We all have something unique to bring to the business, and it’s this diversity that makes us an award winning company."

Educating employees and leading by example

Beyond policies and accommodations, organisations can cultivate a truly supportive environment by training managers and staff to recognise and understand invisible disabilities. Offering workshops or resources that educate the team on the challenges faced by those with hidden conditions can create a more empathetic and supportive culture. By embedding these practices into the organisational culture, organisations can ensure that all employees, regardless of their unique challenges, feel valued and empowered to contribute fully to their roles. A full list of services organisations can avail of can be found on the Employers for Change website.

Leaders and managers also play a critical role in setting the tone for how invisible disabilities are perceived in the workplace. By leading with empathy, compassion, and openness, they can model inclusive behavior that inspires others to do the same. Training for leadership teams on disability awareness and inclusive practices can empower them to create a more supportive environment for all employees.

Encouraging colleagues to be allies to those with invisible disabilities is another step toward creating a truly inclusive workplace. Allies can help create a supportive network by advocating for accommodations, speaking out against stigma, and offering emotional support when needed. Allies can also play a crucial role in normalising conversations around invisible disabilities, fostering a culture of openness and understanding. By promoting awareness and educating others about the unique challenges faced by individuals with invisible disabilities, allies contribute to dismantling barriers and ensuring everyone feels valued and respected.

Encourage open communication 
Encouraging an open-door policy where employees feel comfortable discussing their challenges is crucial. At the same time, it’s important to respect their privacy and confidentiality. Employees should be reassured that any information they share will be handled discreetly and professionally, without fear of negative repercussions.

Establishing Employee Resource Groups (ERGs) focused on disability awareness can be a powerful way to support individuals with invisible disabilities. These groups offer a sense of community and belonging, allowing employees to share their experiences, challenges, and solutions. ERGs also serve as a valuable resource for employers to understand the needs of their workforce better.

Encouraging open dialogue around mental health and invisible disabilities helps to normalise these discussions, making it easier for employees to ask for support without fear of judgment or discrimination.

Partnering with local organisations

Initiatives that foster inclusion are crucial for creating more diverse and equitable workplaces. Collaborating with charities such as WALK, who specialise in supporting people with learning disabilities, allows organisations to demonstrate their commitment to inclusivity. WALK's approach highlights the importance of making space for everyone, as it enriches the diversity of organisations and reflects the broader community.

Day Supports Programme Coordinator at WALK, Mark Hart, believes it is vital for organisations to make space for everyone at the table;

"If we are leaving any group or cohort of society out, there is something we are not harnessing, and the mosaic that makes up our organisations is never as rich and colourful without them. For employers, there is plenty of research available for companies to see that adopting inclusive recruiting practices and working with people with disabilities leads to the creation of more cohesive workplaces where gains can be seen in staff retention, and companies who invest in this area outperform their peers. Any company that invests in its workforce by building one which is representative of all the groups in society will be better placed from within to understand all the groupings outside that make up the customer base."

With over a decade of experience, WALK has helped many individuals with learning disabilities secure meaningful employment through tailored approaches and ongoing support. These efforts have involved partnerships with employers ranging from small local businesses to multinational corporations. WALK's model begins with small steps like job shadowing, site visits, and mentoring, gradually building toward paid employment. Such initiatives not only help individuals gain independence but also provide employers with a workforce that is committed and capable, contributing to the success and diversity of the workplace.

The impact of initiatives like WALK’s can be transformative. As their services mature, they have witnessed individuals with invisible disabilities thrive in their communities, gaining independence and contributing in meaningful ways. WALK's success is reflected in people living fuller lives, making their own choices, and achieving greater independence with the support of their employers and communities. Their goal is to ensure that those they support have the same opportunities as everyone else, not to follow a special path but to engage with life in a way that aligns with societal norms. 

By creating a workplace that values diverse perspectives, including those of individuals with disabilities, organisations tap into a broader range of skills and ideas, leading to more creative problem-solving and decision-making. Inclusive practices also foster a sense of belonging, boosting employee morale and retention. Partnering with organisations like WALK can provide valuable expertise and support, helping companies to effectively integrate disability awareness into their practices.

Contact markhart@walk.ie for more information or visit www.walk.ie

More resources on this topic:

• How to Build and Support Neurodiversity in the Workplace
• How to Promote and Support Disability Inclusion in the Workplace
• A Great Workplace For All: Diversity & Inclusion Matters
• 20 Ideas for Cultivating Diversity & Inclusion at Your Company
• 5 Tips to Support Deaf Employees and Create an Inclusive Workplace

Measuring success: evaluating your inclusion efforts
To ensure that efforts to support invisible disabilities are truly effective, it is essential for organisations to regularly measure the impact of their initiatives. One of the most straightforward ways to do this is through employee surveys and feedback sessions, which provide valuable insights into how supported employees feel in the workplace. These tools allow employees to anonymously share their experiences with accommodations, workplace culture, and any barriers they may still face. For example, if an employee with sensory sensitivities is struggling with the noise levels in a shared office space, a survey can highlight this issue, prompting the company to introduce quiet areas or noise-cancelling tools. By consistently collecting and acting on feedback, organisations can not only show employees that their input is valued but also build trust and improve their overall workplace environment.

Additionally, tracking the utilisation of accommodations and resources is crucial for refining strategies over time. Tracking participation in diversity training programs or the usage of mental health resources can help determine whether these efforts are meeting employees' needs or require adjustments. Employers that actively assess the success of their initiatives can make data-driven decisions to improve their inclusion strategies. This continual refinement creates an inclusive culture where employees with invisible disabilities feel empowered to contribute fully, knowing that the organisation is committed to addressing their unique needs in an ongoing, thoughtful manner.

Committing to a truly inclusive workplace
By creating a culture that values diversity, encourages open dialogue, and provides the necessary resources, organisations can make a real difference in the lives of their employees. At Great Place to Work®, we believe that every individual deserves to feel supported and valued in their workplace. This starts with leaders making a commitment to creating environments where invisible disabilities are not just recognised but also embraced, making our workplaces truly great for everyone.

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