Supporting Employees With Invisible Disabilities.

An invisible disability is an impairment or health condition that is not immediately apparent. Examples include autism, Crohn’s disease, diabetes and fibromyalgia, but there are many more.
In the UK alone, 1 in 5 people has a disability and 80% of these are invisible, according to the NHS. Sadly, when someone’s illness can’t be seen, others may be less sympathetic. For instance, an employee with chronic fatigue syndrome might be perceived as lazy by colleagues, and such perceptions could create unhealthy and discriminative workplace dynamics. As such, it’s vital that employers take steps to promote an inclusive culture.

Furthermore, employers have a duty to protect and make reasonable adjustments for disabled employees under the Equality Act 2010. Regardless of obligation, it’s prudent for employers
to support those with invisible disabilities for many reasons. Specifically, a supportive culture may reduce presenteeism and increase employee engagement, motivation and productivity.

The following tips can help organisations support employees with invisible
disabilities:
• Build a supportive culture. Employers should create an open and communicative environment
where employees feel comfortable discussing disabilities. Mental Health First Aiders—who act
as a point of contact for staff experiencing emotional distress— is one way to do this. Additionally,
staff should be educated on invisible disabilities to increase awareness and tackle unfair stereotypes

• Train managers. Managers should display compassion and sensitivity and must avoid jumping to
conclusions when evaluating dips in performance. Instead, managers could be taught to tactfully
consider the reasons behind workplace issues—including invisible disabilities—and make
reasonable adjustments.

• Review policies. Employers must have an up-to-date equality and diversity policy that sets out
their commitment to inclusivity, including how they will support employees with both visible and
invisible disabilities.

Alongside any legal obligation, striving to be an inclusive employer can help organisations increase employee engagement and support workers to reach their career potential. Furthermore, an understanding and accommodating environment is an attractive prospect to both current and future staff, thereby aiding in recruitment and retention efforts.

Contact us today for further workplace diversity and inclusivity tips