Invisible Disability Awareness: Handling Misconceptions

Written by Nicola Wylie
Last updated Wednesday July 31 2024

Did you know that 15% of UK workers are living with a disability? And when we consider that an estimated 70-80% of disabilities are invisible, it’s clear that invisible disability awareness is crucial. By shedding light on the stigma, challenges, and common misconceptions people with hidden disabilities face, we can dismantle these stereotypes and build a more inclusive work environment.

This guide explores the obstacles people living with unseen disabilities face, debunks common misconceptions, and offers actionable advice on navigating these stereotypes.

Invisible Disability Awareness: What Are Hidden Disabilities?

Invisible disabilities are chronic conditions that significantly impact a person’s daily life but are not visible to others. In many cases, these conditions don’t present physical signs, making it difficult for people to recognise or understand the challenges that person faces.

Now let’s look at some common examples.

Examples Of Invisible Disabilities

Part of invisible disability awareness is educating people on what they look like and the impact they can have. We have compiled a (non-exhaustive) list of some common unseen disabilities.

  • Mental health conditions such as anxiety, depression, bipolar disorder, or post-traumatic stress disorder (PTSD). These disorders impact a person’s well-being and make it difficult for them to perform certain tasks.
  • Learning disabilities like dyslexia and ADHD. This type of condition can affect a person’s ability to process and retain information, making it difficult to learn new things.
  • Chronic pain from conditions such as fibromyalgia and chronic migraines. These invisible illnesses can cause debilitating pain, reducing mobility and the person’s ability to function. 
  • Autoimmune disorders like rheumatoid arthritis, lupus, or multiple sclerosis often lead to chronic fatigue and pain, limiting physical movement.
  • Neurological disorders, including epilepsy, autism spectrum disorders, or Parkinson’s disease, can impact cognitive, motor, or sensory abilities. This can result in difficulty in social situations, anxiety, and communication barriers.

Are you a colleague or loved one of a person living with a similar condition? Understanding what these conditions look like and their impact is one of the first steps in supporting people with hidden disabilities.

Common Challenges For People With Hidden Disabilities

Despite increased invisible disability awareness, living with an unseen chronic condition is incredibly challenging. A lack of understanding, accessibility barriers, and a fear of judgement are just some of the obstacles people with unseen disabilities have to contend with.

Let’s explore the most common challenges in more detail.

  • Lack of education and understanding: Since these disabilities are largely invisible, it’s more difficult for others to fully comprehend the limitations and challenges they pose. As a result, able-bodied people tend to be less empathetic and offer less support than they would to someone with a visible condition.
  • Difficulty disclosing disabilities: Many people living with an unseen disability feel conflicted about disclosing it to employers and colleagues because they fear judgment or discrimination.
  • Misinterpretation of limitations: The nature of hidden disabilities means it’s common for others to underestimate the impact of a person’s condition. This leads to misconceptions about the person’s capabilities, attitude, and character.
  • Emotional impact: Unfortunately, there is still a certain stigma attached to invisible disabilities. As such, this can cause people living with them to experience high levels of stress, anxiety, shame, and isolation.
  • Accessibility barriers: Workplace environments, tools, and practices may not always be accommodating to individuals with invisible disabilities, creating barriers to full participation and productivity.

Next up: challenging misconceptions about invisible disabilities.

Invisible Disability Awareness: Common Misconceptions

A lot of work still needs to be done to dismantle negative stereotypes about people with disabilities, especially in the workplace. The first step is to make people aware of those misconceptions. Then, learn how to address them if you are on the receiving end.

Here are some of the most common assumptions about hidden disabilities.

  • “You don’t look disabled” – Just because your disability doesn’t have visible signs doesn’t make it any less debilitating. 
  • “It’s all in your head” – The stigma around mental health conditions often leads to dismissive attitudes. That said, around 1 in 4 Brits suffer a mental health problem each year.
  • “You’re just looking for attention” – A popular misconception is that people with invisible disabilities play up their condition for attention-seeking purposes. This is an extremely unfair and damaging stereotype that can severely impact the sufferer’s mental health.
  • “You’re just being lazy” – A lack of education can lead to some people assuming that your inability to perform certain tasks is due to laziness or incompetency, as opposed to a disability.
  • “You’re using your disability as an excuse” – Many people simply lack the education to fully understand that a non-visibility is just as debilitating as a visible one.

Tips For Addressing Misconceptions At Work

The bottom line is that nobody should experience judgments, stereotypes, or discrimination at work. But the sad truth is that unconscious bias still exists. If you’re experiencing misconceptions because of your unseen disability, support is available.

These tips offer actionable advice on handling unfair stereotypes in the workplace.

  • Reach out to trusted peers or a disability support network for guidance and support.
  • Communicate the incident to leadership or HR. Explain your condition, the challenges you’re facing, and the impact these accusations are having on you.
  • If necessary, request any accommodations that may remove barriers you face.
  • Request your HR team conduct Invisible Disability Awareness training to educate and inform employees on their impact. This could be part of a wider unconscious bias training program.
  • If HR is not responsive, research policies and procedures around disability accommodations and complaint procedures. This can help you make an informed next step (e.g., filing a complaint with an equal employment opportunity agency).
  • Document incidents where you have experienced discriminatory behaviour or unfair accusations. This will be helpful if you have to escalate the situation.

Invisible Disability Awareness: Finding Inclusive Employment

Dealing with misunderstandings or micro-aggressions regarding your disability is a traumatic and isolating experience. So, it’s important to lean on your support network. It’s also key to know when to walk away if the issue can’t be resolved.

Looking for career opportunities with disability-friendly employers can help you feel more at home and seen at work. 

Our resource hub is packed with advice and support on everything from knowing your rights to job application tips to applying for grants and schemes

Be sure to browse our disability-friendly job board for the latest inclusive opportunities near you.

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Last Updated: Wednesday July 31 2024

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