When thinking about people with disabilities in the UK today, many think of those with visible forms of impairment such as needing wheelchairs, assistance dogs, or having prosthetic limbs – however that is far from the truth, and only an exceedingly small percentage of disabled people actually have “visible disabilities”. In reality, the majority of disabled people are living their lives with non-visible disabilities, also known as invisible or hidden disabilities.
Many people still believe that to be classed as disabled, you must have a visible impairment, and therefore many people with non-visible disabilities are discriminated against and are even challenged on whether they are disabled or not, simply because you can’t see their disability.
This can even take place in workplaces where individuals are challenged on their disability and rights, such as requesting disability leave, or reasonable adjustments to support them with their disability.
Non-visible disabilities are also known as invisible or hidden disabilities; however, some prefer the term non-visible as ‘invisible’ or ‘hidden’ can erase the legitimacy of their disability or infer that it does not exist. It is important to emphasise that while non-visible disabilities cannot be seen, it does not mean that they do not exist, or are any less important.
The below guidance provides an overview on what non-visible disabilities are, your rights when working with a non-visible disability, and how you can support members and colleagues with non-visible disabilities.
People with non-visible disabilities are classed as disabled, and therefore are protected under the Equality Act 2010. You are protected under this law if:
- You have a disability.
- Someone thinks you have a disability.
- You are connected to someone with a disability.
If someone with a non-visible disability is discriminated against, it is unlawful.
Under the Act, a disability is listed as a “physical or mental condition which has a substantial and long-term impact on your ability to do normal day to day activities.” This includes non-visible disabilities, and can range from anything that affects your vision, movement, cognitive function, learning ability, communication, hearing, or mental health. This also includes any progressive conditions such as cancer or HIV, as well as any disabilities you have previously had.
A non-visible disability is a health condition that is not immediately obvious and typically defies the stereotypes of what people think disabled people look like. Unfortunately, this can make life difficult for people with non-visible disabilities as it creates barriers for them to access the support that they need both in their personal and work lives.
Several non-visible disabilities are actually visible but may only be seen by people who have a better understanding of the signs or symptoms. In addition, some people with non-visible disabilities might have a dynamic disability, meaning they might use an aid, or need support sometimes, but not all the time e.g. someone who suffers from muscular dystrophy might need to use a disabled parking space near to the entrance of their workplace due to low or restricted mobility.
Non-visible disabilities can encompass a wide range of disabilities. This can include:
- Mental health conditions such as anxiety, depression, schizophrenia, personality disorders, obsessive compulsive disorder
- Autism
- Aspergers syndrome
- Brain injury
- Chronic pain
- Dementia
- Diabetes
- Incontinence
- Fatigue
- Learning disabilities e.g. ADHD, dyslexia, dyscalculia, dysgraphia, and dyspraxia
- Loss of hearing and hearing impairments
- Muscular dystrophy
- Respiratory conditions
- Sensory difficulties
- Visual impairments
As there are many different types of non-visible disabilities, it is important to know that there is no one-size-fits-all solution to supporting people and their different needs.
Employees with any disability, including non-visible disabilities are protected under the Equality Act 2010. Therefore, employers have a legal duty to protect any disabled employee from discrimination, bullying, and harassment in the workplace, as well as the duty to make reasonable adjustments.
If you have a non-visible disability, you are legally entitled to request reasonable adjustments to support you at work. Employers must, where reasonable, make reasonable adjustments to ensure that all employees with disabilities are able to do their job properly.
No non-visible disability is the same, and therefore any reasonable adjustments put in place must reflect this. For example, someone with a mental health disability may require flexible working hours, or time off to attend therapy, whereas someone with muscular dystrophy may require disability parking close to the building, or their office or workspace moving closer to the ground floor.
Click here to download our guide on your reasonable adjustment rights at work.
While there is no legal requirement for you to notify anyone about your disability, we would recommend that you do, if you feel safe to do so.
By notifying your employer, they can put in place reasonable adjustments to support you, as well as be aware if you require time off for disability leave to attend medical appointments.
Similarly, by making your colleagues aware of your disability, they can help support you when needed and/or in an emergency.
Some people with non-visible disabilities wear lanyards or badges to identify their non-visible disability.
If you do not feel safe to disclose your disability, please contact Community immediately for support.
The most important thing to remember is to treat colleagues with non-visible disabilities with respect. Even though you cannot see their disability, it does not mean it does not exist.
One of the best ways you can support your disabled colleagues is by becoming a Community Equalities Rep and support our work in fighting for better recognition and rights for disabled employees.
If you witness discrimination against a colleague with a non-visible disability, we will always recommend, if you feel safe to do so, speak out against it. Ableism and disablism is not limited to those with visible disabilities. By speaking out, you can help raise awareness on this issue, and help contribute to a more inclusive work environment.
Click here to read our guidance on supporting your colleagues with disabilities when they are the victims of discrimination.
You may also be interested in putting policy in place at work to support your disabled colleagues with discrimination, disability leave and reasonable adjustments. If you are interested, please contact us at equalities@community-tu.org.
If you need help or advice, please contact us at help@community-tu.org or on 0800 389 6332.
