Expert Details How To Address And Navigate Invisible Disabilities At Work

When we think about disabilities, our immediate thoughts jump to physical impairments – the disabilities that we can see. But, there are more disabilities than what meets the human eye. Across the United States, 61 million adults identify as having a disability of some kind, and about 10% of those are invisible disabilities, according to the CDC.

Ashley Herd is a lawyer, human resources leader, and the face behind The Manager Method. She told Her Agenda that since invisible disabilities are not always obvious, the accommodations for them are often not visible either, which can lead to misunderstandings and strain in the workplace.

Research by the Society for Human Resource Management revealed that 47% of employees with invisible disabilities have not disclosed their conditions to their employers. Yes, you read that correctly—nearly half of employees. And this can often prove to be even more difficult for women in the workplace.

Ashley acknowledges how challenging disabilities can be for all professionals, especially for women who already have challenges and worries about how they’re treated in the workplace. When women face challenges in hiring with questions like, “Are you married?” or, “Are you planning on having children?” it can make it even scarier to bring up any disabilities.

“They can fear looking undependable or ‘needy’ when they’re just trying to get the work done,” she added.

Managing disabilities in the workplace is tough enough for women professionals, which is why so many choose to keep it to themselves. Unfortunately, those who disclose their invisible disabilities may face inaccurate assumptions and criticism from colleagues.

“Colleagues and managers may make assumptions, such as, ‘They’re just trying to get out of work,’ or, ‘They’re soft.’ Managers may approach HR and ask, ‘What do we have to do?'” Herd informed us, regarding more of the challenges women with invisible disabilities face in the workplace.

From an HR perspective, she suggests reframing everything with a human lens. By reminding managers and colleagues that it can be extremely scary to disclose disabilities, HR can encourage more open, supportive conversations.

“Individuals with disabilities just want to be treated like a human and be able to get their work done. My biggest tip is to approach situations with, ‘What can we do?’, as that approaches it with empathy and support, rather than as an obligation,” she said.

Outside the workplace, disability rights organizations and online communities can provide advice, resources, and encouragement as you manage your condition at work. But, what about advocating for yourself within the workplace?

Knowing your rights is crucial and under the ADA, employers must provide reasonable accommodations that allow employees with disabilities to perform their job duties.

Self-advocacy can mean reminding managers and colleagues that people often say, “set other people up for success,” – and often, that takes minor adjustments for each individual person. “We’re all human and have needs, and with those minor adjustments, you’re able to work successfully,” Ashley said. “Plus, you want to work and grow in an organization that supports its people to be successful.”