Invisible Disabilities in the Workplace Are a Significant Public Health Issue and How Employee Assistance Programs Can Be a Solution

Introduction

Employment is a crucial factor in achieving economic security and self-sufficiency, yet individuals with disabilities often face significant barriers to accessing meaningful and gainful employment opportunities. According to the United States Census Bureau, individuals with disabilities are 65 percent less likely to be employed than those without disabilities (U.S. Census Bureau, 2016). This discrepancy is due, in large part, to limited diversity, equity, and inclusion interventions and knowledge in the workplace on invisible disabilities. Let us review the difference between a disability and an invisible disability. Definition of disability originates from the Americans with Disabilities Act of 1990 that was signed by George Walker Bush, 43rd president of the United States (Americans with Disabilities Act, n.d., para 1; Berkowitz, 2017). A physical or mental condition that significantly and enduringly hinders an individual's capacity to perform regular daily activities (Coton, 2019). On the other hand, an invisible disability refers to a physical, mental, or neurological condition that restricts a person's movements, senses, or activities, but is not apparent or visible to observers (Invisible Disabilities Association, 2023). Employers play a vital role in supporting employees with invisible disabilities in the workplace by providing reasonable accommodations to meet the needs of the individual. Reasonable accommodations are adjustments to the work environment or job duties that enable employees to perform their job effectively and maintain their dignity and independence (U.S. Equal Employment Opportunity Commission, 1991). Invisible disabilities, such as mental health disorders, chronic illnesses, and learning disabilities, can often be challenging to recognize and diagnose (Goodman, 2005).

Invisible disabilities are physical, mental, or sensory impairments that are not immediately apparent to others, such as mental health conditions, chronic pain, learning disabilities, and hearing or vision impairments (Alvarez, 2021; Iezzoni, 2003). They can range from mild to severe and can be temporary or permanent. It is estimated that up to one in five people in the United States have an invisible disability (Iezzoni, 2003). It is important to note that while invisible disabilities are not always visible, their effects can be felt and experienced in the workplace as invisible disabilities can encompass limitations or difficulties in a person's movements, senses, or activities, and can have an impact on their ability to learn or work (Alvarez, 2021).

Invisible disabilities can present a range of challenges for employers and employees. For employers, the challenge is often in recognizing the presence of an invisible disability and accommodating that disability in the workplace. For employees, the challenge is often in recognizing their disability and communicating it to their employer (Alvarez, 2021). The lack of visible symptoms can lead to misunderstanding, discrimination, and exclusion (Cook, 2011).