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.

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 impairments that are not physically expressed, yet still affect a person's senses or daily activities.

                                                     Advocating For Invisible Disabilities

                                            

According to the Harvard Business Review, 10% of the country has a condition that falls into the category of 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. 

Children growing up with nonphysical disabilities are often misunderstood as simply struggling behaviorally or academically, but in reality, the lack of awareness, appropriate support, and inclusive educational practices creates greater obstacles than the disabilities themselves, reinforcing the need for systemic changes in how schools and communities identify and support these children.

In a ScienceDirect journal, the lack of recognition for these individuals creates barriers to accessing support, accommodations, and equal participation in social, educational, and professional settings. Not only do our children of today need to be educated on the matter of invisible disabilities, but also America’s work staff. 

Stigma in the workplace can lead to individuals who suffer with these disabilities to feel unsafe. In an Academic Journal, it discussed a case study of a 23-year-old woman in the workplace who suffers from Attention Deficit Hyperactivity Disorder (ADHD). Some of her coworkers have “weaponized” her disability, implying that she was lazy.

                                                                 ADHD Symptoms

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

efficiently. 

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

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. 

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.

One should not have to feel weak 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. 

Consistent messaging can help those with invisible disabilities finally feel seen. They would be able to know who to contact, where to look, and when to do it.

Hiring a representative staff would facilitate a diverse company. This would help those within the company feel supported. If there are multiple people within the company or team with a disability, those impaired would have people who share the struggles and get them, not people who are trying to get them.

Representation Matters

Making a space for everyone means making accommodations. Companies have access to resources like the Job Accommodation Network, that provide a multitude of ways to help staff feel represented and comfortable. For example, there are generative Ai tools that help employees with ADHD manage their work projects better. Another example would be to let an employee suffering with chronic pain from endometriosis work from home and use ergonomic seating for increased comfort.

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

One major counter argument about educating inclusivity and accommodation 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 disabled feel like they can work and compete at the same level as their nondisabled coworkers. Accommodations do not just “give” those suffering advantages; they simply help even the playing field. 

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