Get Informed: What You Need To Know About Invisible Disabilities

October is an advocacy month for raising awareness about invisible disabilities. In fact, several organizations, educational institutions, nonprofits, and cities designate day or week-long campaigns to share information on support and resources for people living with invisible disabilities.

It’s important to gain knowledge about invisible disabilities, whether you’re a caretaker, educator, manager or company leader. Here are the basics of what you should know:

Bradley University’s Department of Health defines invisible disabilities as conditions that affect a person’s daily functioning but aren’t immediately noticeable to others. These include mental health disorders, chronic pain, autoimmune diseases, sensory processing issues, and learning disabilities. Working with an invisible disability can be challenging, not just because of the condition itself, but also due to misconceptions and the lack of visible signs.

Kelly Wolfe, health services administrative assistant at Bradley University, shared that invisible or hidden disabilities are medical conditions that significantly impact a person’s life but aren’t outwardly obvious. Unlike physical disabilities that can often be identified by mobility aids, invisible disabilities might not have any external signs. This makes it hard for others to recognize or understand the struggles faced by the individual.

According to the Invisible Disability Association, conditions considered invisible disabilities include:

—Mental health conditions: Anxiety, depression, bipolar disorder, PTSD, etc.

—Chronic illnesses: Chronic fatigue syndrome, fibromyalgia, lupus, Crohn’s disease, etc.

—Neurodevelopmental disorders: ADHD, autism spectrum disorder, dyslexia, etc.

—Sensory processing disorders: Issues with processing sensory input that may cause discomfort or confusion.

These conditions often need ongoing management and accommodations, especially in work settings, where they can significantly impact job performance and work-life balance.

Adults with invisible disabilities often face unique challenges. Sylvia Hayes, a cafeteria faculty member at Hampton University, shared her experience. “The lack of visible signs can lead to misunderstandings, biases, and even discrimination. Colleagues and employers might not recognize how serious an invisible disability is, leading to a lack of support or proper accommodations.”

According to the U.S. Equal Employment Opportunity Commission (EEOC), individuals with disabilities are entitled to reasonable accommodations that help them perform their job functions effectively. A key issue for many adults is deciding whether to disclose their disability. While disclosure can lead to necessary accommodations, it also poses risks. Hayes shares that some may fear stigma, negative perceptions, or career setbacks. Others may prefer to keep their health conditions private, choosing to find personal coping strategies instead of seeking official workplace support.

For children and youth, invisible disabilities may affect the way they process, retain, and communicate information. They might not be able to “screen out distractions, making it hard to focus; may not have the stamina for a full class load; or may not be able to interact well with others.”

Employees should learn about their workplace rights regarding disabilities. In the U.S., the Americans with Disabilities Act (ADA) protects employees with disabilities, including invisible ones, and requires reasonable accommodations at work. Reasonable accommodations might include flexible hours, a quieter workspace, modified equipment, or extended breaks.

Schools are also required to offer reasonable accommodations, and staff and teachers must be adequately trained and aware of invisible disabilities in order to serve the needs of the students.

In everyday interactions, it’s also important to be aware that someone might have an invisible disability that might affect how they communicate or interact with you.

Fostering an inclusive cultures—whether at work or in other environments—that supports individuals with invisible disabilities is key. This includes:

Educating staff at schools and businesses: Regular training can help employees and managers better understand invisible disabilities and the importance of empathy and inclusivity.

Encouraging open dialogue: Creating a safe space for people to share their experiences can help reduce stigma and foster a supportive environment.

Offering flexible arrangements: Remote work options, flexible schedules, and modified workloads can significantly benefit employees with various invisible disabilities.

Navigating life with an invisible disability is a personal journey. While challenges exist, understanding rights, considering disclosure, advocating for needed accommodations, and seeking supportive networks can empower individuals to thrive in their lives. Similarly, people who embrace inclusivity and provide supportive environments can benefit from the diverse talents and perspectives of their workforce.