Accommodations Should Not Be An Option Anymore; They Should be a Necessity

Heart rate escalates. Feet tap the floor incessantly. Eyes dart toward anything that won’t glare back.

                                            Physical Effects of Being Misunderstood

The feeling of being misunderstood projects physical symptoms into those who struggle with something the common eye doesn’t pick up right away. Nonphysical disabilities, or commonly noted as “invisible disabilities,” are disabilities that aren’t immediately obvious to others, yet still affect a person's senses or daily activities. These disabilities range from physical, mental or  neurological conditions. Attention-Deficit/Hyperactivity Disorder (ADHD), autism, diabetes, depression, anxiety, Crohn's disease, and learning disabilities are all examples.

According to the Harvard Business Review, 10% of the country falls into the category of having an invisible disability. 88% percent of those struggling with these disabilities prefer not to mention it at work to their employers or coworkers to avoid stigma. 

This is a clear problem. 

Individuals with invisible disabilities are often misunderstood as simply struggling behaviorally or academically, but in reality, the lack of awareness from their peers and coworkers, appropriate support, and work environments creates greater obstacles than the disabilities themselves. This concept emphasizes the need for changes in workplace environments and communities to identify and support these individuals.

An Ethics, Medicine and Public Health journal discusses that the lack of recognition for these individuals creates significant impacts. It facilitates barriers to accessing support, accommodations, and equal participation in not only educational and professional settings, but in social settings as well. Not only do our children of today need to be educated on the matter of invisible disabilities, but also America’s work staff. 

                                            

 Barriers Lack of Awareness Can Create

Conversations that spread awareness and educate nondisabled folks will help eradicate some of the judgement and confusion surrounding the invisibility. Think about how workplace environments could be improved if people understood the disability rather than just making assumptions about it.

How about if you went to work everyday and had to live with the fact that your coworkers and superiors didn’t understand why certain aspects of the job were hard for you? How would that make you feel?

Stigma in the workplace can lead to individuals who suffer with these disabilities to feel unsafe. The previously mentioned academic journal shared a 23-year-old woman’s, who suffers from ADHD, workplace experience. Some of her coworkers have “weaponized” her disability, implying that she was lazy.

But 23-year-old Nina is not lazy, she has a disorder. If her coworkers understood her disability,  accommodated her needs, and provided her with resources to help her succeed, she could get her work done more efficiently. 

This is why workplaces all need accommodations for those who have these needs.

Accommodations for invisible disabilities look like quiet rooms, flexible seating options, remote work, clear directions, and even things like noise canceling headphones and dimmable lighting. Environmental and communication adjustments need to be met to be more inclusive.

                                                            Flexible Seating in Workplace

The Harvard Business Review also urged that now is the time for first-time leaders to create change within their companies and organizations by “increasing their awareness and practicing more vulnerable and empathetic leadership.” Ensuring that differences are valued rather than feared was another point the review urged. 

Workers with these disabilities often feel excluded at work, and are unfortunately more likely to receive fewer benefits and have opportunities for advancement. This can lead to distress, worsening their well-being and job performance. 

From the same ScienceDirect journal, another case study was discussed. A man in his early seventies suffering from Meniere's disease discussed the emotions he has felt trying to “prove” that he is disabled. Because of the lack of obviousness, he has hard times using accommodations in public. He said that he used to experience guilt and usually felt misunderstood when he asked for support. This led to him having a negative self perception.

Meniere's Disease

One should not have to feel weak or not included just because their disability does not make them handicapped or have to use any physical aid or helpers. One should not have to be afraid to seek help because of the judgement they MIGHT face. 

A Regional Business News journal suggested methods for workplace inclusion. These methods consisted of consistent messaging, hiring representative staff, and making a space for everyone. 

The methods are there; employers just have to start using them. 

One major counter argument about educating inclusivity and accommodation is that it minimizes responsibility and resilience. Large institutional changes aggravate the people on this side of the argument because they think it makes people a “worse” employee.

This perspective undermines the challenges those with invisible disabilities face. 

Accommodations help boost those who are disabled feel like they can work and compete at the same level as their nondisabled coworkers and peers. Accommodations do not just “give” those suffering advantages; they simply help even the playing field. 

Providing accommodations increases the number of people able to learn and work. According to this newsletter, increased diversity in the workplace improves companies' revenues by 19%. 

Revenue and Inclusivity Correlate

So ask yourself, is it worth eliminating a pool of workers who bring different talents to the table just because companies have to accommodate certain needs? Is it truly a good idea if they are helping increase the companies’ revenue? 

I don’t think so. 

While nonphysical disabilities do present real challenges, the way workplaces respond and assist them is what is going to shape those experiences and potential invisibly disabled people have.

Embracing those with invisible disabilities rather than staying uneducated will only make our workplaces more productive. Limiting who gets opportunities because companies don’t “understand” and schools “not thinking they are the right fit” creates environments where stigma flourishes. 

This is a demand for change and a call for acceptance and awareness. Just because something is invisible doesn’t mean it’s not there.