Supporting Invisible Disabilities Such as ADHD and Autism in the Workplace for Inclusion

Inclusion is good for business, and smart companies know it. Today's candidates and employees are increasingly demanding policies designed to support and develop neurodivergent employees and workers with invisible disabilities. According to a recent survey by Gallup, inclusion in the workplace is a top priority for job seekers.

Although formal research on the number of employees with invisible disabilities is scarce, 73% of 850 individuals surveyed said they have been diagnosed or identify as having an invisible disability. To support these employees, companies need to take proactive steps to educate all employees about neurodivergence and invisible disabilities.

Neurodivergent individuals come in many different forms, including those with autism or attention deficit hyperactivity disorder (ADHD) and individuals diagnosed with conditions including anxiety, depression, and fibromyalgia. Physical conditions like celiac disease and lupus also produce hidden symptoms that affect daily functioning.

Companies must take a holistic approach to education to help employees understand these conditions. Understanding neurodivergence is crucial to breaking down stigmas that prevent individuals from seeking the support they need.

Masking behaviors and identifiers that may make one's condition or differences apparent is common among individuals with invisible disabilities. This constant energy drain leads to burnout, absenteeism, turnover, and productivity loss. Flexibility and multiple methods for getting things done can help. Companies should embrace employee-set schedules, remote work, and non-disruptive changes to the office environment. A culture of flexibility allows neurodivergent employees to excel without battling standards that don't consider their experiences.

Openly discussing the relationship between mental health and career fulfillment helps foster a culture of safety and belonging. It's crucial to make it easy for employees to request and receive tools, adjustments, and other supports that aid productivity — and without the need for disclosure.

The following low-cost workplace accommodations can make a big difference:

• Allowing flexible work schedules or remote work options
• Providing noise-canceling headphones or quieter workspaces
• Allowing breaks as needed
• Using written communication or visual aids to supplement verbal communication
• Allowing time off to attend medical appointments
• Offering flexible leave options

Creating an accepting and supportive workplace starts with allyship. Seeking and valuing feedback from employees is a key aspect of this. Allyship helps break down the misconception that individuals with invisible disabilities are frail or incompetent. It's a form of advocacy that's crucial for individuals who have trouble with self-advocacy due to fear of prejudice and discrimination.

The content for this article was derived, in part, from the ADDitude ADHD Experts webinar titled, “‘Invisible’ Disabilities at Work: How to Foster Neurodivergent Advocacy and Acceptance” [Video Replay & Podcast #443] with Jessica Hicksted, Ph.D., which was broadcast on February 23, 2023.