Understanding invisible disabilities: creating inclusive work environments
As the world observes International Day for Persons with Disabilities on December 3, the spotlight turns to a critical yet often overlooked issue: invisible disabilities and chronic illnesses in the workplace.
Dr Armand Bam, Head of Social Impact at Stellenbosch Business School, has called for a renewed focus on these unseen conditions, frequently misunderstood, stigmatised, and ignored.
Invisible disabilities, which include chronic illnesses like Lupus, mental health conditions, and neurodivergence, are marked by a paradoxical existence: they are invisible to the eye but deeply impactful on the lives of those who live with them.
These conditions often force individuals to conceal their struggles out of fear of being judged as unreliable or weak.
“Invisible disabilities, like chronic illnesses, exist at the paradoxical intersection of invisibility and judgment,” says Bam.
“Those living with these conditions often face stereotypes that question their capabilities, forcing them to navigate professional spaces under a shadow of doubt.”
In South Africa, where systemic inequalities tied to race and gender persist, the challenges of living with an invisible disability are compounded.
The intersection of disability with other marginalised identities creates a complex web of exclusion. Bam’s research highlights the urgent need for systemic changes in workplace practices and culture to address this issue.
What are invisible disabilities?
Unlike visible disabilities that may elicit sympathy (albeit sometimes in problematic ways), invisible disabilities are often dismissed or misunderstood.
Chronic illnesses like Lupus, for example, affect over 3.4 million people globally — 90% of whom are women. According to Bam, the illness is more severe in individuals of African descent, often presenting as severe and episodic symptoms.
Lupus, like many chronic illnesses, operates in the shadows, its symptoms may not be evident to others, but they take a physical, emotional and mental toll on the individual. This invisibility often leads to judgment and dismissal in professional settings.
“Invisible disabilities share the insidious characteristics of racism and sexism,” says Bam. “A woman disclosing her chronic illness may face compounded scepticism — not only because of her gender but also because her symptoms are unseen.”
Workplaces must evolve from merely accommodating visible disabilities to creating environments where individuals with invisible disabilities feel seen, heard and supported.
But how do we achieve this?
Bam stresses that inclusion goes beyond policies and procedures — it requires a cultural shift.
“True inclusion transforms the workplace into a space of belonging. It benefits not only those directly impacted but also cultivates innovation and resilience in the broader workforce,” he explains.
Steps to build inclusive workplaces
Here are actionable steps workplaces can take to support individuals with invisible disabilities:
Embed accommodations as a norm, not an exception
Inclusion starts with treating accommodations as a standard practice rather than a special favour. Flexible work arrangements, tailored support systems and open conversations about chronic illnesses should be considered part of the organisational culture, not a deviation from it.
Train leadership and teams on invisible disabilities
Empathy and understanding begin with education. Training programs focused on invisible disabilities, unconscious bias, and mental health can help employees and managers recognise the unique challenges faced by their colleagues.
“Managers must critically examine their roles in perpetuating oppressive structures,” says Bam. “This involves acknowledging internalised biases and reshaping workplace cultures to prioritise empathy and equity.”
Foster a culture of empathy
When individuals disclose their conditions, they should be met with empathy, not suspicion. Empathy isn't just about feeling sympathy — it's about actively listening, validating lived experiences and responding with tangible support.
For example, an employee with a chronic illness should feel reassured that their condition is seen as an asset to the organisation, not a liability.
Normalise conversations about mental health and chronic illness
Creating safe spaces where employees can openly discuss their health challenges is key. Open dialogue reduces stigma and allows individuals to seek help without fear of judgment or professional repercussions.
Address systemic inequities in healthcare access
In South Africa, the disparity between public and private healthcare exacerbates the challenges of managing chronic illnesses. Employers can bridge this gap by offering comprehensive healthcare benefits and wellness programs that cater to employees’ unique needs.
Breaking the barriers of bias
Biases, both conscious and unconscious, remain significant barriers to inclusion. Assumptions about productivity, capability and professionalism often exclude individuals who don’t conform to traditional expectations.
Bam draws attention to the systemic nature of these biases: “Addressing this requires a reckoning with systemic inequities and intentional action to rebuild workplaces that are inclusive by design.”
Workplaces must move beyond performative allyship to confront the ingrained biases that exclude invisible disabilities from workplace narratives.
This involves creating systems that value diverse ways of working and redefining what it means to be a "productive" employee.