How Small Businesses and Nonprofits Can Become More Mindful of Invisible Disabilities in the Workplace

 Many small businesses, nonprofits, and community enterprises want to prioritize diversity and inclusion in their workplaces. However, when it comes to creating meaningful inclusion for the disability community, those same businesses often miss the mark or simply do not know where to begin. This miss is only intensified when we focus the conversation specifically on those in the disability community who live with “invisible” conditions: disabilities that are not apparent just by looking at someone.

When it comes to creating the best workplace for both your employees and your business, nothing could be more central than creating a safe and supportive environment for everyone to thrive. This includes those living (and working) with invisible disabilities.

What are invisible disabilities? 

Invisible disabilities can take a wide range of forms. A few examples include depression, anxiety, diabetes, brain injuries, epilepsy, deafness, PTSD, chronic pain from a car accident, fibromyalgia, lupus, or neurodivergence such as ADHD and autism.

Living with an invisible disability may mean protection from the outright discrimination often suffered by those with visible disabilities (such as being in a wheelchair). However, invisible disabilities often come with unique challenges specifically due to the fact that no one can tell that the person has a disability. An employee may suffer from crippling migraines, but unless she risks disclosing this invisible condition to her employer, she often finds herself facing unfair assumptions about her work ethic or reliability. Worse, she may face accusations of “faking it” from colleagues or managers.

Why should entrepreneurs consider invisible disabilities as they structure their businesses?

Invisible disabilities are more prevalent than most people realize. According to key findings from Coqual’s “Diversity and Inclusion” report, at least 30% of today’s professional workforce has a disability according to the federal definition. Shockingly, the average percentage of employees who self-identify as having a disability to their employers is only 3.2%. Much of this gap is possible due to the hidden nature of many disabilities. It’s worth noting that COVID-19 has only increased the portion of the population now suffering from both temporary and permanent disabilities, many of which are hidden.

Figure A: Pie chart breakdown of the professional workforce who self-identify with their employer (3.2%) versus those who actually have a disability (30%). Taken from Coqual’s “Diversity and Inclusion” report. 

Beyond sheer prevalence in the workforce, there is an even more compelling argument for entrepreneurs to mindfully consider invisible disabilities: impact. Many small businesses, nonprofits, and community enterprises are born specifically out of a mission to better the surrounding community. If entrepreneurs want to impact their communities in a positive way, it starts with proper treatment of their own workforce. Further, research suggests that the most successful enterprises are those that can retain happy and healthy employees over the long term.

Finally, there are also legal considerations that arise when working with employees with invisible disabilities. The Americans With Disabilities Act (ADA) requires employers, state and local governments, businesses that are open to the public, commercial facilities, transportation providers, and telecommunication companies to provide necessary accommodations for anyone with a disability interfering with major life activities. Accommodations may be necessary in areas such as recruitment, hiring, promotions, training, pay, and social activities. 

How can small businesses and nonprofits accommodate and be more mindful of employees with invisible disabilities?

The beautiful thing about creating an accommodating workplace is that it creates a world of difference for employees living with disabilities, and it usually comes at little or no cost to the employer itself. Here are a few practical suggestions for creating a more inclusive workplace for those with invisible disabilities:

1)      Discourage stigma by educating your workforce.

Disability inclusion begins by talking openly with your employees about challenges they or their colleagues may face, including the invisible challenges. If they see from your example that disability inclusion is a priority, they may feel safer disclosing their status if so desired. Get creative here: many companies hold “lunch talks” where colleagues can share a meal while educating one another on specific topics such as disability awareness. Make training available to your management teams that will help them support their direct reports with disabilities. Offer volunteer opportunities for your employees to get involved in the local disability community. 

2)      Make the process for reporting a disability and requesting any corresponding accommodations simple and straightforward.

Reporting a disability to an employer, especially an invisible disability, is often a tough decision. Research suggests that most people weigh the benefits and risks of such a disclosure and decide against it altogether. Not everyone with a disability, visible or otherwise, will desire to self-report it to their employer. 

However, you can make the process simple and streamlined for those in your workforce that do decide to self-report. Include such a process in all orientation materials, make it visible and prominent on employee resource portals, train your managers to be able to field questions around the process, and appoint someone as a go-to contact for further questions. If your employees don’t face an impenetrable wall of bureaucracy in order to self-report, you will create a safer and more supportive environment for them to bring their full selves to their roles. 

3)      Provide the option of flexible work arrangements.

Since COVID-19, we are all becoming more aware of just how much technology allows us to be flexible with working arrangements. While not all work can be done remotely, many jobs work just fine in flexible set-ups. Options to work from home, set working hours, or attend doctors appointments are simple adjustments to the workplace that offer huge relief to employees living with invisible disabilities. 

4)      Create spaces for representation and community.

Finally, offer space for an organic community to form within your workplace. Setups such as “employee resource groups” (ERGs) may provide a place for those with disabilities to find support and mentorship within the organization as they navigate daily challenges.       

By Anna, 3L at Michigan Law