As an HR leader, I’m pleased to see great progress being made in disability awareness in the workplace. According to the U.S. Bureau of Labor Statistics (BLS), approximately 21% of people with disabilities were employed in the U.S. last year. This is the highest percentage since the U.S. began tracking the statistic in 2008, indicating that we are moving in the right direction as a society. However, as a person with a disability, I recognize that there is still work to be done to achieve true inclusion for employees with disabilities.
This is especially true now as more businesses ask employees to return to the office. As they do so, organizations need to be careful not to alienate employees with disabilities and ensure their needs are met.
While many companies carefully consider disability status when developing workplace policies, too often these policies focus primarily on physical disabilities. There are many people around the world with invisible disabilities who struggle to get the supports and accommodations they need to do their jobs successfully. I have experienced this in my own work.
Most people who meet me for the first time would never guess that I have a physical disability because my disability is not. For many years, I have tried to conform to what is considered “normal” in order to fit in with my coworkers and the organization in which I work.
But there are still many challenges that I and other people with invisible disabilities face every day. For many people, especially those without physical disabilities, one of the biggest concerns is stigma. Because many of these disabilities are unique to each individual, there is no one-size-fits-all approach, which is why disability awareness and advocacy are essential in any conversation about inclusivity.
See also: Does your digital workplace truly empower employees with disabilities?
Many disabilities are not immediately apparent – such as diabetes, epilepsy, Crohn’s disease, chronic pain, or visual or hearing impairments – can affect the way people work and people with these disabilities often need additional accommodations to perform their job duties successfully.
We know that accessible buildings, adaptive technology and workspace facilities are essential to maintaining an inclusive work environment. But true inclusion requires more than accommodating only visible disabilities. For example, accommodating full-time wheelchair users is easy to achieve.
However, it is much more difficult to deal with someone who has chronic pain, experiences fatigue and only occasionally uses mobility aids. The extent of limitations varies from person to person, so it is essential to treat each individual and their needs with the understanding and empathy they deserve.
Additionally, we need to recognize and destigmatize learning and developmental disabilities that affect our social interactions and communication styles, such as autism spectrum disorder, ADHD, mental illness, and other social disabilities. Our unique communication styles can be misunderstood and we may be perceived as too direct, unsociable, and even unprofessional.
Many of us with learning and developmental disabilities struggle with social interactions and forced gatherings, which can lead to anxiety and discomfort. We may have to make excuses not to stay longer at a work event or choose to sit farther apart to reduce the stress of being too close.
Unfortunately, this can make us seem aloof or unapproachable, when in reality we struggle with many of the social cues that others rely on. The sense of isolation we feel is exacerbated when the work environment doesn’t teach other employees how to interact with us and make us feel welcome and valued, rather than different or alienated.
One of the main challenges faced by people with invisible disabilities is the reluctance to disclose their disability in the workplace. Research shows that 88% of employees with invisible disabilities choose not to disclose their disability to avoid stigma and discrimination. This situation can be exacerbated by strict return-to-work policies.
Remote work has been a boon for workers with disabilities, boosting employment numbers for this demographic. But those who are able to return to the office will likely need accommodations to maintain the productivity they achieved while working from home. Fear of being judged or misunderstood when disclosing a disability and requesting an accommodation can lead to further isolation, lower morale, and decreased productivity. You must create an environment where employees feel comfortable asking for the accommodations they need without fear of retaliation.
Creating an inclusive environment for invisible disabilities
This October is National Disability Employment Awareness Month, and we should all be committed to raising disability awareness in the workplace. Here are some important steps companies can take to foster a more inclusive environment for employees with invisible disabilities.
Education and awareness
Provide training and workshops to employees and managers to raise awareness and understanding of invisible disabilities. Build an open dialogue where employees can share their experiences and challenges without fear of judgement.
Check for existing policies
Regularly review existing policies to ensure they address the needs of employees with disabilities. Make any necessary adjustments to promote inclusion.
Promote a culture of acceptance
We foster a culture of inclusion and empathy where employees feel comfortable speaking up without fear of discrimination. We embrace and celebrate diversity, including people with invisible disabilities, and recognize their strengths and the contributions they make to the organization.
Implement a flexible accommodation policy
We implement a flexible accommodation policy, recognizing that accommodations can vary widely depending on the individual and their disability, and that it is important to meet their needs.
Create an Employee Resource Group (ERG)
Establish an ERG for employees with disabilities to provide a support network and platform to share experiences and drive positive change.
Recognizing the importance of invisible disabilities in the workplace and working to eliminate bias against workers with disabilities creates a more inclusive and supportive environment for all employees. National Disability Employment Awareness Month is an opportunity to reflect on our practices and commit to cultivating a workplace that embraces diversity in all its forms. Together, we can build a stronger, more inclusive and more compassionate workforce for the future.