Invisible disabilities, also known as hidden, are disabilities that are not immediately visible. These are usually chronic illnesses and conditions that make normal activities of daily living significantly more difficult. Examples include mental or neurological conditions, hearing loss and visual impairment, or chronic pain conditions.
Unlike visible impairments, which can be physically noticed, invisible disabilities are conditions that affect a person’s functioning in a way that is not always apparent. These conditions can affect people’s daily lives, relationships and career prospects.
Impact
According to the World Health Organization, one billion people around the world live with some kind of disability, and a US study found that 74% of people with disabilities do not use a wheelchair or anything else that could visually signal their disability.
Although disability is challenging for the person who has it, the reality of disability can be difficult for others to recognise or acknowledge. People with invisible disabilities often face a variety of challenges that can be isolating and uncomfortable.
Others may not believe that a person with an invisible disability truly experiences pain or limitations, or that they have a disability at all. This can lead to feelings of isolation and frustration, as well as discrimination and marginalisation.
Disclosure of information
Due to concerns about stigma and discrimination, it is common for people with hidden disabilities not to disclose this information when applying for jobs. At the same time, raising awareness of the challenges posed by disability can help to reduce prejudice.
People with disabilities are protected by national laws with which employers are obliged to comply. Bulgaria has a law on protection against discrimination which obliges employers to accommodate disabled people in the workplace unless the costs are unreasonably high.
Support
Reasonable accommodation is allowing flexible working hours or teleworking for people who need it because they are experiencing chronic pain. For office workers, workplace modifications to accommodate disabilities may be necessary, such as providing accessible parking or improving lighting.
If necessary, the company could undertake to provide equipment or software to assist people with disabilities, such as screen readers or speech-to-text software.
Providing information in the workplace in a variety of formats, for example in written, audio or video format, also supports the accessibility of content for all.
