The importance of recognising invisible disabilities at work

On International Day of Persons with Disabilities, accessibility and digital inclusion expert Robin Christopherson of tech charity AbilityNet, outlines why companies must not overlook invisible disabilities. He also explains how workplace managers and leaders can encourage disclosure.

According to the World Health Organization, approximately 15% of the world’s population have a disability – that’s around 1 billion people. In the UK the proportion is higher at around 20%. Most of us, however, picture disability as something visible; someone in a wheelchair, with a guide dog, using sign-language or with a prosthetic limb.

The reality is that the vast majority of people with a disability look no different from anyone else – whether this is on the street or in the workplace. In the United States, for example, statistics reveal that 74% of individuals with a disability do not use a wheelchair or other aids that may visually portray their disability. Nearly one in two Americans (165 million) has a chronic medical condition and 96% of those show no outward signs of their illness. These people do not use a cane or other obvious assistive device, and yet many of them will be experiencing impairments that undoubtedly qualify for reasonable adjustments (or accommodations) to help them perform at their best.

INVISIBLE HEALTH CHALLENGES

In the workplace, many individuals experience on-going back pain whilst sitting. Those with diagnosed joint problems or chronic pain may not use mobility aids on some days, or at all. Now with Covid-19, with much of the working population having moved to home working, issues related to poor posture and ergonomically-unsound workspaces are rapidly on the rise.

Other individuals may have challenges associated with mental health. In England, for example, appproximately 25% of the population will experience mental health issues each year and 16% report feelings such as anxiety and depression in any given week, according to UK charity MIND. Again, the Covid-19 pandemic is having a significant impact; resulting in a rise in feelings of isolation, anxiety and uncertainty around health and financial security. 

Those with a disability or long-term impairment are a significant, valuable and often silent portion of your employees. Spanning so many more than those who disclose or have obvious impairments, they form the very backbone of your workforce. Being silent, however, means that their needs go largely unaddressed and the result is huge challenges in recruitment, retention and sickness.

HOLISTIC APPROACH TO DISCLOSURE

One mitigation is to provide an easy way for people to self-designate as having an invisible disability, and for organisations to have processes in place to assist those who are comfortable self-designating. An example, of this is the Hidden Disability Sunflower, initially launched in the UK in 2016 but now gaining significant international recognition. 

It’s important to have practical, proactive processes in place that encourage an holistic approach to disclosure. Don’t be reactive in requesting that employees provide information on their challenges and don’t spotlight disability. Take a pan-diversity approach. It’s also important not to assume that reasonable adjustments equal high costs when very often it comes down to simple changes, such as flexibility around working hours. 

Being a disability confident employer will help. With the right adjustments in place, disabled employees are as productive as their peers, stay longer in their jobs, take less sick leave and have fewer workplace accidents. The case for an inclusive approach is a truly broad and compelling one.

AUTHOR BIOGRAPHY

Recognised as a leading expert on accessibility and digital inclusion, Robin Christopherson of UK tech charity AbilityNet is a regular speaker raising awareness of the power and potential of technology to transform people’s lives. His work was recognised with the award of an MBE in the 2017 Queen’s new-year honour’s list for services to digital inclusion. Christopherson is also once again a judge in several notable awards this year – including the Digital Leaders 100, the Tech4 Good Awards and the Global Mobile Awards at Mobile World Congress. He is also a member of the All Party Parliamentary Groups on Disability (APPGD) and Assistive Technology (APPGAT) and was last year listed among the UN’s ‘World’s top 100 most influential people in digital government’ voted by over 500 organisations including governments and global NGOs.

The UK’s Business Disability Forum has launched a new think tank to mark International Day of Persons with Disabilities. Click here to read more.