Employees with invisible disability must manage on their own at workplace

• Aparna Sreevalsan
• 10 May, 2023

PEOPLE with invisible disabilities are often left to seek help on their own on the job, the authors of a new report revealed.

The new INvolve (diversity and inclusion consultancy) survey says, more than two-thirds (67 per cent) of UK workers with invisible disabilities (a physical, mental, or neurological condition that is not visible from the outside) believe it is their responsibility to ask for assistance and feasible adjustments at work.

Common instances of invisible disabilities include dyslexia, dyspraxia, autism, ADHD, mental health disorders, and chronic pain. Because these diseases may not be immediately apparent, colleagues and employers frequently misinterpret them.

Additionally, more than a third (38 per cent) believe budget cuts are to blame for the lack of support.

While 37 per cent of people have kept their disability a secret because of fear of prejudice and a lack of support, more over half (58 per cent) believe that invisible disabilities aren’t given the same priority as other ailments.

The difficulty of finding appropriate assistance was identified by half of the respondents as the key justification for their opinion that seeking it out is not worthwhile.

INvolve’s report marks the release of its Enable Role Model list, which highlights corporate leaders who are paving the way for workplace inclusion of people with disabilities, people with neurodiversity, and mental health issues.

INvolve founder and CEO Suki Sandhu OBE said each of the role models showed that “disability, mental health challenges or neurodiversity need not be a barrier to succeeding at work if the right support is in place”.

He added: “Our research has shed light on the stark reality for those with invisible disabilities in the UK. Businesses must do better to ensure that employees have reasonable adjustments in place and the right infrastructure to enable them to fulfil their job roles and progress within their careers.”

Flexible work schedules (48 per cent) and training for managers and co-workers on invisible disabilities (35-39 per cent) are the support measures that employees with invisible disabilities prefer, according to INvolve.

The study also discovered that many people with invisible challenges encountered daily difficulties at work.

Nearly a quarter (24 per cent) of respondents claimed they couldn’t handle their job, and 28 per cent stated that their condition made it difficult for them to focus on work.

One in five (20 per cent) employees with disabilities reported feeling lonely or isolated at work, and 17 per cent reported having trouble getting along with peers or bosses.

A quarter of respondents said their invisible disabilities had impacted their capacity to enjoy their jobs.

According to Reena Parmar, senior knowledge lawyer at Freshfields Bruckhaus Deringer LLP, senior leaders must speak out about any invisible disabilities they may be dealing with in order to reduce stigma.

She said: “As a South Asian woman from a lower socio-economic background with non-visible disabilities, I find it challenging that I can’t see others in my profession, particularly those in positions of seniority, that I identify with. Visible representation matters. If you can see it, you believe that you can be it.

“We need role models across all levels of seniority to talk openly about disability to break down some of the negative perceptions that exist. Open dialogue can break down stigma and vulnerable, authentic storytelling has tremendous impact. I hope that I can be that role model for those that follow in my footsteps.”

Founded in 2013 by Suki Sandhu OBE, a globally recognised expert in talent, diversity and inclusion, INvolve transforms workplaces and mindsets through the delivery of programs, thought leadership and advisory solutions to help firms drive cultural change.