Navigating Invisible Barriers: A Personal Voyage Towards Organisational Inclusivity

For years, I wrestled with a persistent adversary - migraines. The onset was always the same; an aura would appear, gradually giving way to throbbing pain, which made even the softest light feel piercing. Despite the discomfort, I kept to my professional commitments and managed my workload, even though the migraines made every task feel like climbing a mountain. The only respite came from painkillers, but they offered little more than a whisper of relief.

The turning point came when I discovered the root cause of my migraines and found ways to manage them. On a personal level, it was a victory that greatly improved my quality of life.

Looking back to those days in the eighties, I now realise that what I was dealing with was what we now call an invisible disability. Professionally, my approach was typical: I kept my struggles to myself, made extra efforts to maintain my performance, and took responsibility for any potential delays or errors caused by my condition.

Professionally, my approach was typical: I kept my struggles to myself, made extra efforts to maintain my performance, and took responsibility for any potential delays or errors caused by my condition.

Fortunately, the narrative around invisible disabilities has evolved as awareness has grown and the seeds of inclusive practices have been sown in professional environments. According to the Invisible Disabilities Association, an invisible disability is defined as a “physical, mental, or neurological condition that is not visible from the outside, yet can limit or challenge a person’s movements, senses, or activities.” The invisible nature of these conditions often leads to misunderstanding and misjudgment.

Even today, numerous studies highlight a widespread lack of awareness about invisible disabilities and the accommodations needed for those who struggle with them. As a result, many organisations feel ill-equipped to provide necessary support, exacerbated by the reluctance of individuals to disclose their conditions.

However, change is afoot. Organisations and leaders can now transform the workspace into a place of inclusivity for people with invisible disabilities. So, what actionable steps can be taken?

1. Do not generalise or make assumptions. Listen instead. It is about the person with the condition and how to make them feel better, not about the manager or the organisation. Understanding the individual’s needs and providing the right support will help solve issues better and faster.
2. Listen, again. Asking about progress and comfort, as well as barriers and concerns, and taking action will make the person feel valued and included. This creates the conditions for the person to perform better.
3. Talk openly about inclusive practices in the organisation. DE&I policies and practices play an essential role in creating an inclusive workplace.
4. Be sensitive when planning office events. Consider food-related conditions such as allergies or special requirements. If it involves outdoor activities, make sure there is a sheltered area and a space that is comfortable for those who are agoraphobic, for example, and so on.
5. Create a sense of community. Make sure the workplace is a safe place to talk and share about your own invisible – or visible – disabilities.

Creating an inclusive environment is a continuous endeavour of learning, understanding, and adapting. By fostering empathy and open dialogue, we not only enrich our professional ecosystems but also make progress towards a more compassionate society.

Each individual story, with its unique set of challenges and triumphs, is part of our collective human experience. After all, we are all different, and we all have relative disabilities – perfection is not of this world.

After all, we are all different, and we all have relative disabilities – perfection is not of this world.

Disclaimer

This article, initially published in Switzerland's distinguished economic daily, Handelszeitung, has been adapted and translated from German for my English-speaking audience. Access the original article at https://www.handelszeitung.ch/beruf/es-braucht-rucksichtnahme-auf-menschen-mit-unsichtbaren-behinderungen-645093