The Invisible Workforce: How to Support Employees with Hidden Disabilities

Invisible Disabilities Awareness Week will take place October 20th – 26th.

When we think of disabilities, we often picture visible conditions like someone using a wheelchair or a person with a guide dog. But many disabilities are hidden, meaning they aren’t immediately obvious. These include conditions like chronic pain, anxiety, depression, learning disabilities, and autoimmune diseases. People with hidden disabilities may look "fine" on the outside, but they face challenges that affect their work and daily life.

What Are Hidden Disabilities?

Hidden disabilities are conditions that don’t have clear physical signs. The conditions may also vary in how they affect people, and not everyone with a hidden disability will experience the same symptoms.

For example, someone with a chronic pain condition may struggle to sit or stand for long periods, while a person with Attention Deficit Disorder might find it difficult to focus in a noisy environment. These challenges aren’t visible, making it harder for others to understand or recognize their needs. It is estimated that 10-15% of the global population lives with a hidden disability, highlighting how common they are in workplaces and communities.

These data points illustrate the significant impact hidden disabilities have across many areas of life, including employment, health, and accessibility, as well as the importance of increased awareness and legal protections.

Prevalence of Hidden Disabilities:

According to Statistics Canada, 22% of Canadians aged 15 years and older have at least one disability. Many of these are not visible, such as chronic pain, mental health disorders, or learning disabilities.

The Centers for Disease Control and Prevention (CDC) estimates that 1 in 4 adults, or 61 million people, have some type of disability, many of which are not visible.

Mental Health and Hidden Disabilities:

• In Canada, 1 in 5 people will experience a mental health problem or illness in any given year, with many of these conditions being invisible disabilities (Mental Health Commission of Canada).
• The World Health Organization (WHO) reports that depression is the leading cause of disability worldwide, affecting over 280 million people globally.
• 41.9% of Nova Scotians live with a mental health disorder.
• 10% of Nova Scotians live with a learning disability.

Employment and Hidden Disabilities:

• A 2020 report from the Canadian Survey on Disability found that nearly 80% of working-age adults with disabilities, including hidden ones, are unemployed or underemployed. Barriers to employment are significant, particularly for those with invisible conditions like mental illness or learning disabilities.
• When it comes to employment, hidden disabilities can lead to misunderstandings and unfair treatment. People might assume that someone with a hidden disability is not working hard enough or is just making excuses. Without awareness, workplaces may unintentionally create barriers that make it harder for people with hidden disabilities to do their jobs well.

Raising awareness is key because it encourages understanding and helps create inclusive work environments. When employers and colleagues understand that disabilities are not always visible, they can provide the right support. This can include flexible work hours, quiet spaces, or the option to work from home when needed. These small changes can make a big difference for employees with hidden disabilities, helping them to succeed and thrive.

Stigma and Misunderstanding:

• A survey by the Invisible Disabilities Association found that 96% of people with invisible disabilities feel that they are misunderstood, and many report being judged unfairly or even accused of faking their conditions.
• The same study revealed that 89% of respondents felt they had experienced some form of stigma because their disability was not immediately apparent.

Fluctuating Nature of Hidden Disabilities:

• Data from the Canadian Mental Health Association (CMHA) suggests that mental health conditions like anxiety and depression can vary day-to-day, with 60% of people reporting that their symptoms fluctuate, making it harder for others to understand the support they may need.
• A 2020 survey by the Arthritis Society of Canada reported that 80% of people with arthritis experience fluctuations in their symptoms, leading to unpredictable levels of pain and mobility issues.

Aging and Hidden Disabilities:

• In Canada, the percentage of seniors (65 years and older) with disabilities increases to 38%, with many experiencing conditions like hearing loss, arthritis, and cognitive impairments, all of which are often hidden (Statistics Canada).
• Hearing loss, a common hidden disability among older adults, affects 1 in 3 people over the age of 65, according to the Canadian Hearing Society

Assistive Technology:

• A report by the World Health Organization in 2021 estimated that by 2030, 2 billion people globally will require assistive technologies, many of which help those with hidden disabilities, such as screen readers, hearing aids, and adaptive software.

Legal Protections:

• Under the Accessible Canada Act, passed in 2019, organizations are required to remove barriers to accessibility, including digital ones. The act addresses barriers faced by people with hidden disabilities in areas like employment, transportation, and digital services.
• The Canadian Human Rights Act prohibits discrimination based on disability, including invisible conditions, and mandates reasonable accommodations.

These regulations ensure that all employees, including those with hidden disabilities, have equal opportunities in the workplace. By raising awareness and understanding these legal obligations, employers can create a more supportive and legally compliant environment.

How to Raise Awareness

Building awareness of hidden disabilities starts with education. Employers and team leaders can host professional development sessions to provide an opportunity for all staff, and volunteers to learn about the different types of hidden disabilities and how they might affect a person’s work. It is also a great opportunity to share information about workplace accommodations, mental health and other resources.

Offering flexible work schedules for employees with chronic pain will allow them to work when they are feeling their best, improving productivity and job satisfaction. Similarly, providing quiet spaces or noise-canceling headphones for individuals who are neurodiverse can help them focus and perform better.

By encouraging open conversations, we promote understanding. When people feel safe to share their experiences, it helps break down stigma. However, it is important, to respect privacy and understand that not everyone will want to talk about their disability.

Employers and leaders can start making a difference by educating themselves, offering flexible accommodations, and fostering open conversations about hidden disabilities. These steps will build a stronger, more inclusive workplace that benefits everyone.

To learn more about hidden disabilities, please visit the Invisible Disabilities Association by clicking on this link.?