Beyond Accessibility: Fostering Belonging for Employees with Non-Apparent Disabilities
When we think about making workplaces accessible, we often picture ramps, elevators, or other physical accommodations. While these are undoubtedly crucial, accessibility goes far beyond the physical. For many employees, their disabilities aren’t visible to others, and they navigate challenges that might not be immediately recognized. Non-apparent disabilities—such as chronic pain, mental health conditions, or neurological differences—are just as significant as physical disabilities and deserve the same level of attention and support.
Although language is constantly evolving, the term “non-apparent” is used here instead of “invisible” to acknowledge the reality that such disabilities exist and are impactful, even if they aren’t externally visible. Creating a workplace that is meaningfully inclusive means ensuring that every employee, including those with non-apparent disabilities, feels valued, understood, and, most importantly, that they belong.
The Power of Belonging in the Workplace
Belonging is the next step beyond inclusion. It’s that feeling of knowing you are genuinely valued and accepted for who you are. For people with non-apparent disabilities, belonging can be particularly elusive. They may worry about disclosing their disability out of fear of being judged or misunderstood, which can leave them feeling isolated or like they’re constantly hiding a part of themselves.
When employees feel a sense of belonging, it can dramatically improve their well-being, productivity, and job satisfaction. Feeling like they can be authentic allows them to focus on their work, contribute meaningfully, and engage fully with their team.
Co-Creating a Space That Works for Everyone
Co-creating an inclusive space requires intentional effort and collaboration. It’s easy to fall into the trap of being performative—making changes that look inclusive on the surface but don’t actually resonate with the people who need them. The question becomes: Are we truly involving people with non-apparent disabilities in the decision-making process, or are we deciding what’s best for them without their input?
True co-creation happens when people with non-apparent disabilities are not just consulted but actively involved in shaping policies, spaces, and cultures. This can take the form of open conversations, focus groups, or anonymous feedback channels. It’s about making space for honest dialogue and then acting on that feedback. When people are involved in designing their own work environment, they are more likely to feel a sense of ownership and belonging.
Practical Tips to Cultivate Belonging for Non-Apparent Disabilities
So how can workplaces move beyond ensuring basic accessibility and create an environment where people with non-apparent disabilities feel a sense of support and belonging? Here are some actionable steps:
Create Safe Spaces for Open Dialogue
The first step is creating a work culture where people feel safe talking about their needs. This starts with leadership setting the tone. Managers can model openness by encouraging discussions about different needs and normalising conversations around disabilities, including those that aren’t immediately visible. It’s important to mindfully cultivate a workplace environment where employees don’t fear judgement or negative consequences if they choose to disclose their disability.
2. Offer Flexibility and Understanding
For employees with non-apparent disabilities, rigid work structures can be particularly challenging. Offering flexibility—such as remote work options, flexible hours, or sensory spaces—can make a huge difference in their comfort and ability to perform. For example, someone with chronic fatigue may benefit from adjusting their hours or working from home on days when their symptoms are worse.
3. Train Managers and Teams
One of the biggest barriers to inclusion for people with non-apparent disabilities is a lack of understanding from colleagues and managers. Providing regular training on these disabilities can help teams recognize the diverse needs within their workforce. These trainings should focus on empathy, active listening, and recognizing that not all disabilities are visible or fit a stereotypical mould.
4. Create a Clear Path for Accommodations
Make sure that employees know how to request accommodations and that the process is easy to navigate. This could mean having a designated point of contact within HR who specialises in disability accommodations or ensuring that the accommodation process is confidential and supportive.
5. Recognise and Address Unconscious Bias
Non-apparent disabilities often come with stigma, and unconscious bias can play a role in how colleagues and managers perceive those with these conditions. For example, an employee with a mental health condition might be unfairly judged as less reliable or capable. Training on unconscious bias can help teams better understand how these biases affect their interactions and decision-making.
Belonging Is the Key to Meaningful Inclusion
When we make the shift from simply accommodating to actively including, we change the way people feel about their workplace. People with non-apparent disabilities often face a sense of isolation or invisibility, but fostering a culture of belonging can break down these barriers. It’s not just about checking off boxes or meeting legal requirements; it’s about ensuring that everyone feels valued, respected, and genuinely part of the team.
At the end of the day, creating a meaningfully inclusive workplace isn’t just the right thing to do—it also benefits the entire organisation. Employees who feel like they belong are more engaged, more creative, and more loyal. And when your workplace works for everyone, you’re building a stronger, more resilient company culture.
Discover more with our training on “Managing Culturally Diverse Teams”: https://www.gormmedia.com/online-training.
