56 million people in the United States have a disability. Some disabilities are more visible than others, especially if the individual relies on a wheelchair or walking cane. But others, known as “invisible” disabilities, are not. People who live with invisible or hidden disabilities also face challenges in the workplace and in their communities, which can make daily living more difficult.
Defining invisible disability:
In simple terms, an invisible disability is a physical, mental or neurological condition that limits a person’s movements, senses, or activities and that is invisible to the onlooker. Unfortunately, the very fact that these symptoms are invisible can lead to misunderstandings, false perceptions and judgment. For more information on invisible disabilities, visit: www. invisibledisabilities.org.
According to NPR.org, “It is hard to pinpoint the number of Americans with an invisible disability, but it’s estimated there are millions. Their conditions may range from lupus to bipolar disorder or diabetes. The severity of each person’s condition varies, and the fear of stigma means that people often prefer not to talk about their illnesses.”
Invisible disabilities in the workplace:
The Americans with Disabilities Act (ADA) requires that reasonable accommodation be provided by an employer, if necessary, for all people with disabilities, whether hidden or visible. Unfortunately, if a disability is not visible or obvious, often people have difficulty understanding the need for accommodation, and some employees think coworkers are receiving favoritism.
There are myths and negative stereotypes that continue to exclude individuals with disabilities from the workplace despite their willingness and ability to work. For more information on myths and perceptions of hiring people with disabilities, click here.
Disclosing a disability:
In most cases, individuals would choose to disclose a disability to request a reasonable accommodation. A reasonable accommodation allows an employee with a disability to do their job. It is the individual’s decision to disclose their disability if he or she can perform the essential job functions without accommodations. To learn more about hidden disabilities in the workplace, click here.
Adding value to the workplace:
Hiring people with – visible or invisible – disabilities is no different than hiring any other job candidate. All new hires need to become familiar with an organization’s management style and workplace culture. Working with agencies serving people with disabilities, including PRIDE Industries, brings the added benefit of comprehensive training and guidance to ensure success for employer, employee and new team members.
Recruiting qualified people with disabilities brings benefits far beyond filling a job opening, including low turnover, reduced training and recruitment costs, and a loyal and committed workforce. A 2007 DePaul University study noted low absenteeism rates and long tenures for workers with disabilities; participating employers described their employees as “loyal, reliable, and hardworking.”
PRIDE Industries published Ability Matters — a free resource guide created for businesses interested in learning more about employing people with disabilities. To download your free copy of Ability Matters, click here.