Unseen Disability Crisis: Employees Left to Fend for Themselves!

Employees with invisible disabilities left to source workplace support and adjustments alone, new research finds

 The research comes as INvolve, the consultancy and global network for diversity, equity and inclusion in business, launches its first Enable Role Model List showcasing individuals who are using their personal experiences of disability, neurodiversity or mental health to advance inclusion for others in the workplace.

• More than 2 in 3 say it’s left up to them to get the support and reasonable adjustments they need, and 38% say it’s down to budget cuts
• Over half say invisible disabilities aren’t prioritised as much as other conditions
• 37% haven’t yet disclosed their disability at work – concerns about discrimination and lack of support cited

Over two-thirds (67%) of employees with invisible disabilities believe it’s up to them to get the support and reasonable adjustments that they need at work, according to new data released by INvolve to mark the release of the first Enable Role Model List for disability, neurodiversity and mental health.

Over half (58%) feel those with invisible disabilities aren’t prioritised as much as those with other conditions, and half say the difficulty of the process to get the support they need at work is not worth it. And with businesses across the UK looking to make savings where they can amid a turbulent economic climate, 38% say budget cuts have meant they aren’t getting the support they need at work.

The impact of invisible disabilities at work

The research found that many with invisible disabilities are facing daily struggles in their job roles. Almost a quarter (24%) are unable to cope with their workload, and 28% say their disability contributes to an inability to concentrate at work.

Aside from the impact on their role, those with invisible disabilities also cite negative effects on their wider workplace experience. A third (32%) say their disability contributes to stress at work – this increases to over half (51%) of those with mental health conditions, and 46% for those with cognitive impairments such as a traumatic brain injury or learning disability. One in five (20%) say they feel lonely or isolated at work because of their disability, with 17% experiencing poor relationships with colleagues or managers. A quarter say their invisible disability has resulted in a lack of enjoyment of their work, and significantly, a fifth (19%) say

it is contributing to them wanting to leave their job. With rates of employment for those with disabilities already far lower than the general population, a notable area of focus for the UK Government in the Spring Budget, clearly more is to be done to retain people with invisible disabilities in work.

To disclose or not to disclose?

The research found that 37% of employees with invisible disabilities have not disclosed their disability at work. For those with conditions that are seemingly easier to ‘mask’, this only increases. 62% with autism, 56% with mental health conditions, 54% with non-visible health conditions have kept their disability secret. Conversely, those with conditions that are more noticeable are more likely to disclose: 65% with hearing loss and 61% with cognitive impairments have informed their workplace. The presence of this divide even within those who have invisible disabilities demonstrates the impact of ‘masking’ – those who do not disclose their disability likely aren’t receiving the support and adjustments they need to thrive at work.

On some of the reasons why they haven’t disclosed their invisible disability, a third (32%) claim they don’t want to be deemed less capable than their colleagues, and almost one in three (29%) are concerned about being negatively discriminated against. A quarter (25%) don’t believe that disclosing their disability will result in any improvements for them. The burden of having to explain their disability time and again is also clear: a fifth (21%) don’t want to have to repeatedly tell people about their condition.

This research comes as INvolve launches its first Enable Role Model List, sponsored by HSBC, which celebrates and showcases 20 individuals who are using their personal experiences of disability, neurodiversity or mental health to advance inclusion for others in the workplace. The Role Models selected represent the diverse range of work and initiatives being undertaken globally around these important areas of inclusion.

The List aims to use the power of Role Models to drive important conversations around disability, neurodiversity and mental health in the workplace, to put the spotlight on the work and initiatives which are helping to drive progress for inclusion globally, and to inspire others to ‘be what they can see’ and become more effective advocates for inclusion.

Suki Sandhu OBE, Founder and CEO of INvolve, says: “We are thrilled to have launched our first-ever Enable Role Model List, sponsored by HSBC. These 20 incredible Role Models are not only smashing barriers in their own careers, but have dedicated themselves to challenging biases and advancing progress so that others can thrive at work as their authentic selves. Each of them shows that disability, mental health challenges or neurodiversity  need not be a barrier to succeeding at work if the right support is in place.  

“While getting those with disabilities into the workplace has been cited as a serious priority by the Government, our research has shed light on the stark reality for those with invisible disabilities in the UK. Businesses must do better to ensure that employees have reasonable adjustments in place and the right infrastructure to enable them to fulfil their job roles and progress within their careers. The workplace must be accessible for everyone, and it is saddening and infuriating that so many employees across the globe are unable to achieve their career potential due to serious lapses in a business ability to support them.

“Our goal is that this List will provide a platform for important conversations and drive forward momentum for change. Ultimately, we are striving to improve inclusion for disability, neurodiversity and mental health in the workplace.”

Reena Parmar, Senior Knowledge Lawyer, Global Transactions at Freshfields Bruckhaus Deringer LLP is named on the Enable Role Model List, and says: “I am delighted to be recognised as an Enable Role Model because this means that I have a platform to be the change that I couldn’t see for myself. As a South Asian woman from a lower socio-economic background with non-visible disabilities, I find it challenging that I can’t see others in my profession, particularly those in positions of seniority, that I identify with. Visible representation matters. If you can see it, you believe that you can be it.

We need role models across all levels of seniority to talk openly about disability to break down some of the negative perceptions that exist. Open dialogue can break down stigma and vulnerable, authentic storytelling has tremendous impact. I hope that I can be that role model for those that follow in my footsteps.”

Manuel Baldasano, Group Head of Customer Channels, HSBC Wealth & Personal Banking, added: “The Enable Role Model list continues to raise our ambition for equity and for justice, where no human feels left behind or discriminated. It’s a vital project because, unfortunately, disability continues to be the largest form of discrimination in the workplace, after retaliation. More than all other types of discriminations combined.

HSBC wants everyone to “reframe the conversation” – we expanded the term ‘disability’ to ‘disadvantage’, then from ‘disadvantage to ‘differences’. We’re talking to everyone because we’re all going to deal with different forms of disability, in ourselves or others, at some point in our lives. These Role Models’ inspiring stories are testament to how difference doesn’t need to hold people back in the workplace.”

Featured Photo by Alexander Grey on Unsplash