FDM Group, whose mission is to bring people and technology together, has shared crucial insights on why businesses should take active steps to support employees with invisible disabilities and how this influences a positive and productive work environment.
Invisible disabilities, also known as hidden disabilities, are health conditions that are not immediately apparent to others. These can include mental health disorders, chronic illnesses, and cognitive impairments, including anxiety disorders, diabetes, chronic pain conditions, attention deficit hyperactivity disorder (ADHD), autism, and autoimmune diseases.
Unfortunately, it’s estimated that only 4 percent of people with disabilities disclose their conditions to employers, meaning that many workers not only do not get the support they need, but they end up facing unique challenges that may hinder their performance or happiness in the workplace.
Supporting employees with invisible disabilities is essential to foster an inclusive and diverse workplace. It also promotes equality, recognising that everyone, irrespective of their physical or mental challenges, contributes unique value.
Jodie Price is a Senior Recruitment consultant at FDM Group and the Chairperson of the company’ Unique Network that supports employees with visible and non-visible disabilities. She said: “Supporting employees with invisible disabilities requires a combination of awareness, understanding, and proactive policies.
“These individuals bring unique perspectives and enrich company culture. However, they often face additional challenges that can impact their productivity and mental health.
“By creating an accommodating and supportive environment, we not only enable these employees to thrive, but also underline our commitment to inclusion and equality. It also signals to all staff that every individual matters, boosting morale, encouraging empathy, and ultimately leading to a more cohesive, effective workforce.”
Here are six ways that organisations can support employees with invisible or hidden disabilities in 2024:
- Raise awareness
Conducting training sessions to educate employees on invisible disabilities can help to foster a better understanding of the challenges faced by their colleagues. By doing so, you can help reduce stigma and encourage open conversations about invisible disabilities.
- Implement inclusive policies
Develop and communicate clear policies that support employees with invisible disabilities, including flexible work arrangements, reasonable accommodations, and a commitment to diversity and inclusion. By doing so, you can foster a workplace culture that prioritises inclusivity and support. These policies help encourage teamwork, empathy, and understanding among colleagues, and create an overall better workplace for everyone!
- Provide training for managers
Offer training programmes for managers to equip them with the knowledge and skills needed to support employees with invisible disabilities, including effective communication and accommodation implementation. Investing in this type of training will ensure that employees with hidden disabilities have the support they need and regular check-ins to help them flourish in their roles.
Leadership teams should set an example by actively promoting an inclusive workplace culture. As part of this, they should demonstrate understanding, support employees, and actively participate in diversity and inclusion initiatives.
- Encourage open communication
It’s crucial that you create a culture that encourages open communication. Let employees know they can discuss their invisible disabilities with supervisors, managers, or HR in a safe space without fear of judgement or negative consequences. This way, you can learn what accommodations they may need to make their working environment more comfortable for them. You can work with employees to create individualised support plans to address the unique challenges they face, as everyone will be different.
- Reasonable accommodations
You should make it clear that reasonable accommodations are available to anyone who needs them. This could include things like ergonomic adjustments, modified workspace, or any other additional support for employees with specific needs. It should also include accessibility initiatives to ensure that physical and digital spaces are accessible to all employees, such as making facilities wheelchair accessible and ensuring that digital content is compatible with assistive technologies.
- Mental health support programmes
Implement mental health support programmes, such as Employee Assistance Programmes (EAPs) or counselling services, to provide resources for employees dealing with mental health challenges. Employees dealing with mental health challenges may experience reduced productivity and engagement. Mental health support programmes, such as counselling services, can provide the tools and resources needed to cope, leading to improved performance and focus at work.
For more information on how to support employees with invisible disabilities, visit the FDM website here: https://www.fdmgroup.com/blog/invisible-disabilities-in-the-workplace/
FDM is a global consultancy and have been powering the people behind technology and innovation for over 30 years. The company offers specialist training to graduates, ex-forces personnel, and people who have taken a career break, providing individual mentorship and opportunities to excel with world-class businesses. FDM collaborates and consults with clients, providing exactly the right people, right when they are needed.