Intentional inclusive practices to support, engage and retain employees with invisible physical disabilities.
An invisible illness is a health condition that is not outwardly visible but can limit or challenge a person in some way. Chronic diseases are defined broadly as conditions that last one or more years, require ongoing medical attention, and/or limit activities of daily living. The World Health Organization estimates 1.3 billion people (16% of the population) experience a disability. Managing an invisible illness in the workplace affects every layer of identity. Marginalized populations with invisible illnesses can experience layered trauma due to also experiencing other societal and organizational barriers, e.g., feeling the need to cover/code switch, and/or imposter syndrome. The lack of intentional inclusive practices for this population can result in organizations losing high performing talent and increased turnover costs.
Coping with an invisible illness intersects many other demographic identities ( e.g., race, ethnicity, socio-economic status, gender, religion). These layered barriers to psychological safety require organizations to incorporate layered approaches of support.
Embed and/or strengthen layered, inclusive practices throughout the organization that protect and empower employees. Prioritize driving inclusive practices through leaders, culture, and policies due to the range of touchpoints each of these areas has with employees. Organizations can do this by (1) embedding flexibility throughout organizational practices whenever possible; (2) empowering employees through accessibility and, (3) equipping leaders with required language and process guides that reinforce organizational culture.
Organizational Policy Recommendations:
Leadership Recommendations (that don’t require employees to self-identify)
For in-person work, meetings and travel
