Shining the Spotlight on Invisible Disabilities

HR Colleagues,

When you think of "workplace accessibility," what comes to mind?

Wheelchair ramps, adjustable workstations, and ADA-compliant bathroom facilities—right?

But what about accommodations for people with disabilities we can't see?

Millions of Americans are living with what's known as "invisible disabilities."

Unfortunately, many of these individuals don't feel comfortable disclosing their disabilities to their employers. Often, this is due to stigma and fear.

Yes … in 2025, the stigma around disabilities somehow still exists.

As leaders, we need to end this.

Immediately.

My friends: We have a responsibility to create inclusive workplaces, where ALL people can thrive.

But it starts with looking in the mirror and asking ourselves a question:

Are we really taking action when it comes to inclusion?

UNDERSTANDING HIDDEN DISABILITIES

Before we dive into how to create change, it's CRITICAL to understand what invisible disabilities are and how they can affect people—particularly in the workplace.

"Hidden disabilities" refer to physical, mental, or neurological conditions which are not readily visible to others.

Some examples include: autism, depression, ADHD, obsessive-compulsive disorder, dyslexia, chronic pain, Crohn's disease, and diabetes.

Approximately 33 million people in the U.S. are living with hidden disabilities. This means these disabilities likely impact a portion of your employees.

Because these conditions are not physically visible, people often struggle to get proper diagnoses, receive government support, and feel understood.

They can also struggle with building relationships and managing tasks at work.

ENDING THE STIGMA

We have come a long way with inclusion and diversity at work.

But somehow, in 2025, we are still seeing people face unfair misconceptions and barriers.

This is especially true for individuals who live with invisible disabilities.

Because these disabilities are not apparent, employers and colleagues can make assumptions about a person's ability to work, their level of commitment, and their overall health—potentially leading to unfair judgments and discriminatory treatment.

It's no wonder people with invisible disabilities are often scared to open up. In fact, statistics show they often don't disclose their disabilities to employers. This is largely out of fear of not getting hired, being treated differently, and being judged.

As leaders, this is where we come in.

CREATING INCLUSIVE  CULTURES

I've been saying it over and over again:

We have the power to end the stigma, misconceptions, and lack of accommodations affecting people with hidden disabilities.

The question is: How?

As leaders, it starts with a genuine desire—and commitment—to create a more inclusive workplace culture. One where ALL people can grow and thrive.

Some forms of action you can take:

1. Educate your teams.

Offer training sessions from the top down. Everyone from the CEO to interns must understand what invisible disabilities are. Teams should be trained on open communication, support, and flexibility for employees with disabilities.

2. Create an inclusive workplace culture.

Use inclusive language. Review and update company policies. Lead by example by actively listening to, respecting, and supporting those with disabilities. Ensure all managers actively promote inclusivity.

3. Fulfill promises of support.

Make employees feel comfortable disclosing their needs. Ask what they need to thrive. Offer flexibility when possible.

4. Adopt assistive technologies.

Provide employees with tools like specialized software, apps, or hardware to help them manage their disabilities and perform their job functions effectively. 

5. Listen and learn with empathy.

Never stop asking questions. Never stop caring. Never stop practicing empathy. Never stop learning about who's in your office and what they need.

CONCLUSION

We can talk about inclusion all we want. But until we start taking action, leading by example, and supporting every person from every walk of life—our society and workplaces will never reach their potential.

Let's create a more inclusive workplace—and a more inclusive world.

Yours in service, 

Johnny C. Taylor, Jr., SHRM-SCP

President & CEO, SHRM