Invisible Disabilities in the Workplace

An inclusive work environment provides the appropriate accommodations by first acknowledging, recognizing, and understanding all disabilities that can impair an employee’s ability to perform their job functions, including invisible disabilities.

The holiday season has a way of inducing a vibrant symphony of productivity and cheer in the workplace. Workplaces in industries such as retail and manufacturing are buzzing as employees work briskly to meet business demands. But this flurry of activity could mask the silent struggles of employees grappling with invisible disabilities.

Understanding invisible disabilities

Invisible disabilities are medical conditions that may not be immediately obvious to an observer, but they can limit an individual’s ability to perform routine daily functions.¹ The Centers for Disease Control and Prevention reports that more than one in four U.S. adults has a condition that is considered a disability, and 10 percent of those individuals have an invisible disability.² The list of conditions is extensive and can include a wide range of physical, mental, or neurological health conditions, including²:

• Chronic pain conditions like fibromyalgia or back pain
• Mental health conditions such as depression, anxiety, and bipolar disorder
• Learning disabilities like dyslexia and attention-deficit/hyperactivity disorder (ADHD)
• Chronic illnesses such as Crohn's disease, diabetes, and lupus

These conditions can be debilitating, and some may require accommodations to help employees effectively perform their job. Because they are not easily detected, these disabilities are sometimes misunderstood or overlooked in the workplace. This lack of awareness is causing many individuals to remain mum about their condition with coworkers and their employer; at least, that is what recent data suggests.

A 2023 Society for Human Resource Management (SHRM) study revealed that nearly half of all individuals (47 percent) with an invisible disability feel uncomfortable disclosing their health condition at work due to the scrutiny they believe they will face.³ Whether it’s having to explain their health condition and its effects, graciously accept unsolicited medical advice (from coworkers), or interact with coworkers who may unintentionally behave differently, revealing an invisible disability at work can be an unsettling experience. To avoid such scenarios and the anxiety of possible judgment, many individuals with invisible disabilities simply remain silent. And unbeknownst to their employers and coworkers, they work each day despite obstacles that may only be apparent to them.

When employees with invisible disabilities go unnoticed or unsupported in the workplace, it can have a profound effect on their morale, job performance, and overall well-being. From a workplace disability/employment policy perspective, failing to take the appropriate action to support these employees can come at a high cost to an employer. But what is considered an appropriate action? Which scenarios warrant the need to provide reasonable accommodations? For employers, understanding workplace reasonable accommodations is paramount.

Reasonable accommodations in the workplace

Employers’ understanding of ADA requirements for reasonable accommodations varies widely. While some companies are well-versed in ADA requirements and proactive in providing accommodations, other employers lack a full understanding of what constitutes a reasonable accommodation. And subsequently, they may also fail to understand how to implement an accommodation request effectively. Many employers also struggle with identifying which accommodations are reasonable. There could be misconceptions or a lack of understanding around the important subjects of cost and effort when evaluating an ADA accommodation request. These factors can make the process of providing a reasonable workplace accommodation while also meeting business needs a tough balancing act.

According to standards outlined in the Americans with Disabilities Act (ADA), employers are required to make reasonable accommodations that ensure disabled individuals can perform their essential job functions.⁴ Providing reasonable accommodations at work is not just a federal requirement; it’s an action that can help shape perceptions both employees and job candidates may have about a company and its stance on workplace diversity and inclusivity.

The importance of an inclusive workplace

An inclusive workplace recognizes and values the diversity of its employees, including those with disabilities. For employees with invisible disabilities, an inclusive workplace can mean the difference between thriving in their role and struggling to meet basic expectations. Here are several reasons why creating an inclusive environment is crucial:

• Increased employee morale and job satisfaction: When employees feel supported and understood, they are more likely to be engaged and satisfied with their job. This can lead to higher productivity and lower turnover rates.
• Improved team dynamics: An inclusive workplace fosters a sense of belonging among all employees. This can improve teamwork and collaboration, as employees are more likely to feel comfortable sharing their ideas and perspectives.
• Enhanced company image: Companies that prioritize inclusivity are often seen as more attractive to top talent. This can enhance the company's reputation and make it easier to recruit and retain skilled employees.
• Compliance with legal requirements: Failing to ensure that a workplace is accessible to all employees, including those with invisible disabilities, can result in legal consequences and a tarnished company reputation.

Creating an inclusive environment for employees with invisible disabilities

Creating an inclusive environment requires a proactive approach based on an action plan formulated by a company’s human resources and legal teams. Here are several strategies that employers can implement to support employees with invisible disabilities:

• Education and awareness: Educating employees about invisible disabilities can help to reduce stigma and foster a more supportive environment. This can be done through training sessions, workshops, and informational materials.
• Flexible work arrangements: Flexible work arrangements, such as remote work, flexible hours, and job-sharing, can be beneficial for employees with invisible disabilities. These arrangements can help employees to manage their symptoms and maintain a better work-life balance.
• Reasonable accommodations: Providing reasonable accommodations is a key requirement under the ADA. This can include modifications to the work environment, such as ergonomic furniture, assistive technology, and changes to work processes. It can also involve providing additional support, such as a mentor or job coach.
• Open communication: Encouraging open communication between employees and their managers can help to identify any necessary accommodations and address any concerns. This can be facilitated through regular check-ins and an open-door policy.
• Confidentiality and privacy: It’s important to respect the confidentiality and privacy of employees with invisible disabilities. Information about an employee's disability should only be shared on a need-to-know basis, and with the employee's consent.

Concentra’s ADA reasonable accommodation services

Medical consultation service providers can play a crucial role in ensuring a company is ADA-compliant, while helping that business improve employee morale and job performance for employees with disabilities. Concentra^® provides its occupational health expertise to provide medical consultations to employers who need help addressing ADA accommodation requests and creating an inclusive workplace that meets ADA compliance standards. Offered through Concentra’s Medical ReviewStream™, these services include:

• Employee evaluations: Concentra can provide evaluations on a case-by-case basis to determine what accommodations may be necessary for employees with disabilities. This can include assessing the employee's work environment and job duties, and contacting a company physician to request additional information.
• Consultation and support: Concentra can provide ongoing consultation and support to help employers navigate the complexities of ADA compliance.
• Documentation and reporting: Concentra’s occupational health experts can evaluate ADA accommodation requests and craft accommodation reasonableness reports according to ADA and evidence-based medical practice guidelines. These detailed reports help remove the guesswork so that companies can better navigate the decision-making process.

Create an inclusive culture for all employees

In the modern workplace, fostering an inclusive environment isn’t about ticking boxes; it’s about recognizing and valuing the diverse needs of all employees, especially those with invisible disabilities. It’s about empowering a workforce, ensuring every employee has the essentials to be the best versions of themselves on the job.

To foster a workplace culture that enables employees to star in their role, employers must create an inclusive workplace environment that recognizes and accommodates employees with invisible disabilities. Concentra's ADA compliance services play a crucial role in helping employers achieve this goal. When Concentra’s occupational health clinicians advise companies on ADA accommodation requests, they’re not just helping employers check a box for compliance. They’re also helping businesses improve their competitive advantage by building a workplace where every employee feels seen, valued, and equipped with the tools needed to do their best work.

Concentra’s medical consultative program can serve as a standalone service or add-on to other employer services provided by Concentra. It can also complement an employer’s existing ADA accommodation policy and procedures. Click here to learn more about Concentra’s reasonable accommodation services or to arrange a medical consultation.

References

1. Invisible Disabilities Association. (2024, May 4). How do you define invisible disability? Invisible Disability Definition. Invisible Disabilities Association. 
2. Disability Impacts All of Us. CDC Infographic. (2024, July 3). Centers for Disease Control and Prevention.
3. Gonzales, M. (2024, March 28). Supporting invisible disabilities in the workplace. SHRM.
4. Introduction to the Americans with Disabilities Act. (2024, November 14). ADA.gov.