How to Accommodate Invisible Disabilities in the Workplace
May 8, 2023
Provided by the Manitoba League of Person with Disabilities, writer Kenzie Love In Canada, workplaces are required by law to accommodate employees with disabilities. While making workplaces accessible for employees with visible disabilities is relatively easy to understand, accommodations for employees with “invisible” disabilities can be more challenging. Employers may have little knowledge of the invisible disabilities, or how to best support employees with these conditions. By taking some simple steps, however, they can ensure a safe and welcoming workplace for all employees. Understand what an invisible disability is (and is not) In broad terms an invisible disability refers to symptoms such as debilitating pain, fatigue, dizziness, cognitive dysfunctions, brain injuries, learning differences and mental health disorders, as well as hearing and vision impairments and chemical sensitivities. People with visible disabilities, such as those who use a cane or wheelchair, may also have an invisible disability. It is also important to understand that some invisible illnesses, such as anxiety, depression, chronic fatigue syndrome, fibromyalgia, and long COVID, are not detected in blood tests, X-rays, CT scans, or MRIs — but this doesn’t make them any less real, or any less debilitating. Create an environment in which employees feel comfortable disclosing their disability For a variety of reasons, employees with invisible disabilities may not feel comfortable disclosing their condition. While employees can’t be forced to reveal that they have an invisible disability, studies suggest people who disclose their disabilities to their managers are more than twice as likely to report that they were happy with their jobs. There are several things employers can do to create an environment in which people with invisible disabilities feel comfortable bringing their “whole selves” to work, including enterprise-wide training on inclusive practices, formal mental wellness policies and programs, and supportive and supported employee resource groups. Allow for flexible working arrangements A simple way to provide support to your employees is to offer flexible and hybrid work arrangements. Whenever possible, allow them to set their own schedules and work from home as desired. Eliminating the commute can go a long way towards making work more accessible for people with chronic conditions. Additionally, many employees also benefit from a stable, predictable schedule for meetings. Create a scent-free workplace Several human rights cases across Canada have established an employer’s obligation to address scent sensitivities in the workplace, and scent-free policies have become increasingly normalized over the past decade. For those workplaces that haven’t implemented a scent-free policy, the Canadian Centre for Occupational Health and Safety provides a list of steps for setting it up. Promote the benefits of inclusivity Diversity, equity, and inclusivity is increasingly becoming a hot topic these days, as employers recognize there are sound business reasons for promoting these values in the workplace. One major benefit is that it allows access to a wider talent pool. Many people with invisible disabilities are unemployed or underemployed, and making accommodations for them provides access to a substantial share of the population. While people with disabilities, invisible and visible do have their own unique needs, BIPOC people, members of the LGBTQ2S+ community, and other equity-denied groups will also benefit from a focus on diversity, equity, and inclusion. Recognize there is no “one size fits all” approach There are steps workplaces can take on their own initiative to benefit employees with invisible disabilities, but workplaces shouldn’t assume this means all their bases are covered. Listening to employees about what accommodations they may need is perhaps the most important thing a workplace can do. For more information on how to support employees with invisible disabilities, please contact the Manitoba League of Persons with Disabilities.
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