The Quiet Struggle: Life with a Hidden Disability

To look at me, nobody would know that I am living with a disability, I am super active, at the gym at 5.30 am most mornings and running a few times a week, but the back pain I attributed to a dodgy old mattress, didn’t improve when we replaced it. I consulted a physio friend of mine, who immediately recommended a consultant for sports and exercise medicine. After an initial consultation and an MRI scan, I was called back and told I had Axial Spondyloarthritis, an autoimmune disorder, a form of inflammatory arthritis where the main symptom is back pain. Other symptoms include stiffness of hips, neck pain and fatigue At the time I was 44 and found the diagnosis to be quite shocking. I read about the symptoms, worst case scenarios and tied myself up in knots about what would happen in 12 months, 5 years, 10 years.

Some days, even I forget I have it, there is no pain, I bounce out of bed and have more energy than my 3 year old cockapoo, but on a bad day, the pain is excruciating, getting from horizontal to a sitting position can take 30 minutes and putting socks on can be more difficult than being 8 months pregnant… but to look at me and to know me, it’s not what you see!

Hidden disabilities aren’t immediately apparent to others, however, can play a significant role in the workplace and they can often be misunderstood. July is disability pride month, and it is important to raise awareness, promote inclusivity, and provide practical solutions.

Visible and Hidden Disability Explained

In 2023, The World Health Organisation reported approximately one billion people live with a disability —visible or not. That’s an astonishing 16% of the world’s population. It’s not just employees themselves who might have hidden disabilities. Some staff members may be supporting a dependent with a disability, which can also affect their well-being.

Hidden disabilities, also known as invisible disabilities or non-visible disabilities (NVDs), refer to health conditions or impairments that are not immediately apparent to others. Unlike visible disabilities, which may be evident through physical signs or mobility aids, hidden disabilities are not easily discernible by casual observation.

Supporting Employees with Hidden Disabilities: Key Strategies for Workplace Inclusivity

All of the above can have a huge impact in the workplace, not only for the individual but for the wider team and for those in leadership positions. Given the complex and unexpected ways hidden disabilities can affect performance and conduct, it’s crucial for employers and managers to consider whether an underlying disability might be playing a role in any workplace matter. A Harvard Business Review study revealed that employees who reveal their disabilities are more likely to feel happy or content at work, compared to those who keep their conditions hidden.

It can, however, be difficult for individuals to feel comfortable sharing such personal information, the Australian Institute of Health and Welfare reported that people with a disability experience more barriers to employment than people without - with one of the barriers commonly faced being feeling unsafe about sharing information about their disability with an employer or potential employer.

According to a Harvard Business Review article Make It Safe for Employees to Disclose Their Disabilities, an Accenture survey found that the vast majority of employees with disabilities don’t feel their workplace culture is fully committed to helping them thrive and succeed.

The article goes on to suggest that organisations can help make individuals with such disabilities feel safe and included by taking certain steps so they are more willing to disclose their conditions, these include:

Compassion, flexibility, and open communication are key to supporting employees with hidden disabilities and ensuring they can thrive in their roles whilst raising awareness to ensure that generalisations are avoided and that we are all advocates of inclusivity.

How Should We Interact with People with Hidden Disabilities?

If I sit at my desk for long periods, I can seize up, so I need to get up and move around regularly. I’m lucky that I can work from home regularly as I’m conscious that in the office if I am up and down and seem to be fidgeting, it can be quite annoying and distracting to other members of the team. I’m open and honest with my colleagues about my condition, because they will better understand why I sometimes seemingly can’t sit still. When I am dealing with chronic pain my behaviour may differ from my normal demeanor due to the stress of managing the pain. To others, this might be seen as something other rather than a symptom of my underlying condition.

Another reason for being open about my condition is I hope to be able to encourage others to feel comfortable sharing, as it’s important in my role as a leader at Armstrong Craven to be a role model for others.

The Importance of an Inclusive Workspace

Being able to be open with my colleagues makes it easier for me. I am lucky that Armstrong Craven fosters an environment of inclusivity and promotes openness and well-being. We have access to several internal resources and employee resource groups to share information and gain knowledge. All businesses must provide access to employees to help those with hidden disabilities feel included and to educate employees and help them become more aware.

July is Disability Pride Month, an annual observance to celebrate the diversity and resilience of people with disabilities. It’s a time to recognise achievements whilst acknowledging the ongoing struggles and barriers faced in society. Hidden disabilities challenge our preconceptions about what disability “looks like”.

By fostering understanding, empathy, and inclusivity, we can create workplaces and communities where everyone feels seen and valued, regardless of whether their disability is visible or not. With over 15 years of experience in the DE&I space, here at Armstrong Craven, we are passionate about supporting global organisations to turn the dial from Diversity and Inclusion being an initiative to an embedded practice. Contact our team today to speak to one of our experts and find out how we can support your business.