Invisible disabilities: perceptions and barriers to reasonable accommodations in the workplace

Dolphin

Dolphin

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https://www.emeraldinsight.com/doi/pdfplus/10.1108/LM-10-2017-0101

Invisible disabilities: perceptions and barriers to reasonable accommodations in the workplace
Author(s):
Carrye Syma, (Department of Human Resources, Texas Tech University, Lubbock, Texas, USA)


Abstract:
Purpose

The subject of invisible disabilities is becoming more prevalent in the workplace. Invisible disabilities (as defined by the Invisible Disabilities Association) refers to symptoms such as “debilitating pain, fatigue, dizziness, cognitive dysfunctions, brain injuries, learning differences and mental health disorders, as well as hearing and vision impairments.” There are times when employees are hesitant to disclose their invisible disability to their employer or coworkers, which means that accommodations for disabilities may not be requested or made. Accommodations made in the workplace for invisible disabilities can include flexible schedule, special software for assisting with scheduling or prioritizing tasks, or architectural changes such as a standing desk. The paper aims to discuss these issues.

Design/methodology/approach

For this literature review, articles on invisible disabilities and accommodations were researched and used to support the importance of accommodations in the workplace.

Findings

Invisible disabilities are affecting the workplace and must be addressed. Those struggling with invisible disabilities need to consider sharing information about their disability with their employer as well as requesting accommodation. The question of whether or not to inform coworkers should be left to individual employees and what they feel comfortable divulging. More research needs to be done on how to create learning opportunities and sensitivity in the workplace to those with invisible disabilities. Perhaps training should be offered at the time a new employee begins work.

Originality/value

This literature review is of value because it speaks to an important issue facing today’s workplaces – invisible disabilities and accommodations. Mental illnesses are an invisible disability and as more people are diagnosed and enter the workforce, employers are faced with an increasing demand to meet the needs of these workers. Educating employers and employees on the topic of invisible disabilities and accommodations paves the way to a greater and more productive workforce.

Keywords:
Coworker, Disabilities, Perceptions, Barriers, Accommodations, Invisible
Type:
Literature review
Publisher:
Emerald Publishing Limited
Received:
06 October 2017
Revised:
15 February 2018
Accepted:
05 March 2018
Acknowledgments:
The author would like to thank Donell Callender, Laura Heinz, Joy Perrin, Jake Syma and Le Yang for reviewing and offering comments and revisions for this paper.

Copyright:
© Emerald Publishing Limited 2018
Published by Emerald Publishing Limited
Licensed re-use rights only
Citation:
Carrye Syma, (2018) "Invisible disabilities: perceptions and barriers to reasonable accommodations in the workplace", Library Management, https://doi.org/10.1108/LM-10-2017-0101
Downloads:
The fulltext of this document has been downloaded 6 times since 2018
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Was just watching this...........well the weather is rubbish at the moment.

Workplace Mental Health & Well-being - Sir Mansel Aylward and Dr Adrian Neal
Aug 2018
from 15.oo ish he 'explains' why people 'stay sick' ,(the psychosocial model).

What Does Evidence Based Practice Really Mean When Thinking About Mental Health at Work?

around 23.00 Dr Adrian Neal, big fan of BPS model but admits he doesn't know much about the bio bit.
around 33.oo he says to be sceptical about the evidence.
but then that 'we have a gold standard evidence base for psychological therapies' but doesn't say what, then adds 'but then you have what happens in the real world'.

around 37.oo he says 'we have a good evidence base', for psychological therapies but again nothing to back it up.

then around 38.oo within working environment 'very little evidence, that it works'.




can't watch anymore
 
Sly Saint said:
but then that 'we have a gold standard evidence base for psychological therapies' but doesn't say what, then adds 'but then you have what happens in the real world'.
Click to expand...
Whenever I hear the phrase "in the real world" I know I'm usually going to hear someone describe the way they see things in their version of the world, complete with biases, prejudices, delusions etc. I find the phrase rather tiresome and pompous.

Buggered if I'm watching any of that by the way.
 
Have not read the (paywalled) article nor watched the video, but it would be interesting what kind of workplace adjustments were discussed.

In my mild phases I probably would have benefited from two adjustments: part-time employment, and the possibility (and acceptance) of lying down during breaks. This, however, would have presupposed that I actually was disabled to a certain degree, which nobody but myself had recognized at that (long gone) stage.
 
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what is generally missing in discussion of reasonable adjustments is that there shouldnt be a presumption that reasonable adjustments can solve the issues for everyone and continuing to work is the universal aim.

I had a really flexible manager and was well supported but in reality once I established that I could only work 15 hours a week and that was taking up nearly all my energy I should have been supported to go for ill health retirement about two years earlier than happened. And of course the whole hostile environment about disability benefits, ill health retirement and ill health insurance claims is designed to keep you pushing to work even when it is counterproductive to your health.

in the absence of any effective treatment one of the things that the NICE guidelines should look at is the advice and support given to people around whether working is negatively affecting their health. Only through a private consultation did I get this advice. Obviously in some circumstances people may be in a position where they feel they need to continue to try to work irrespective of medical advice about their health. Then it is in the hands of the employer and many will resort to dismissal if they decide the level of performance the person is delivering is not satisfactory despite any reasonable adjustments.

I think this is where gradual onset adds to the complexity of the situation as @MSEsperanza alluded to it takes time to understand the impact of your disability. When it creeps up on you its hard for you and others to recognise.
 
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