How to Talk About Invisible Disabilities at Work: Our Favorite Reads

“Hey, is everything alright?” My manager approached my desk. I sat there, frozen, tears drying on my cheeks. It was my very first job in the newsroom of an international media organization. Minutes before, I’d been looking through video footage of a protest turned violent. After watching numerous clips of cars ramming into people and signs filled with xenophobic slurs waving in the air, I had come across a shockingly gory image of an injured activist. I don’t remember what happened next. I was catatonic. My breath went shallow and I began to cry. Luckily, my manager noticed me. Turns out, I was having a panic attack. The next day, my manager and I met for a check-in. “I could see that you were getting anxious yesterday. Is that something you feel comfortable talking about?” she asked. We spent the next hour talking about my anxiety disorder, what it looked like at work, and what my teammates and manager could do to help me the next time. She ended the meeting with, “I want you to know that I’m always here to help. When you feel overwhelmed, walk up to me, and we can deal with it together.” Her reassurance that day set the tone for the rest of my professional journey. When you have a condition or disability that isn’t immediately visible to others, deciding whether to disclose at work is an extremely difficult choice. Often, it can be tempting to keep quiet, mask, and “blend in” to dodge biases and hurtful stigmas. As someone who’s struggled with depression and anxiety disorders for most of my adult life, I understand. While conversations around mental health have become more commonplace since the pandemic, the reality is that many of us experience disabilities that may be hidden or not apparent to an onlooker. These are called invisible disabilities and can include chronic illnesses, eating disorders, and mental health struggles, among others. Research shows that most employers lack awareness in this area and employee morale, productivity, and well-being are impacted as a result. It’s common for people with invisible disabilities to feel isolated and unsupported at work. So, how can we do better? Creating spaces that feel safe and welcoming to people with invisible disabilities will take time, intention, and a lot of unlearning. But, as I discovered from my former manager, the actions of our coworkers and leaders can make a big difference. We can all begin by checking our assumptions, building relationships with people different than ourselves, and seeking to understand other people’s experiences without judgement. At the leadership level, managers can advocate for inclusive workplace policies and encourage psychological safety by modeling vulnerability, sharing their own experiences, and checking in regularly with their teams. If you’re interested in learning more about what invisible disabilities are and how you can be an ally, here are a few resources to help you get started. Recommended Reads How to Make Workplaces More Inclusive For People with Invisible Disabilities by Jack Tillotson, Benjamin Laker, Vijay Pereira, and Kushagra Bhatnagar New managers can do more to create safe and inclusive spaces. Are Your Team Gatherings Inclusive for People with Food-Related Allergies? by B enjamin Laker, Jack Tillotson, Kushagra Bhatnagar, and Vijay Pereira Food intolerances are like any other impairment or disability in terms of their constraining effects, but can be even more insidious when hidden. Should You Talk to Your Boss About Your Mental Health? by Deborah Grayson Riegel Six strategies to help you have this conversation when (and if) you feel ready. Why People Hide Their Disabilities at Work by Pooja Jain-Link and Julia Taylor Kennedy How to decide when, whether, and with whom to share your disability. New Managers, You Can Create a Workplace That Values Mental Health by Craig Cowdrey Whether you’re a new or a seasoned manager, you have the power to advocate for your employee’s well-being at work. Like what you see? This article is adapted from our weekly newsletter.

How to Talk About Invisible Disabilities at Work: Our Favorite Reads

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