Invisible disabilities, though not immediately apparent to the naked eye, are a significant part of the Canadian workforce. They encompass a wide range of health conditions, from chronic pain and mental health disorders to autoimmune diseases and sensory processing disorders.
Invisible disabilities are a topic close to my heart, particularly when it comes to post-traumatic stress disorder (PTSD) induced anxiety. Anxiety, for those who experience it, can be an unwelcome companion that tags along, unseen, to various life situations, including the workplace. My journey with anxiety has shed light on the challenges faced by many Canadians who silently wrestle with similar invisible conditions.
One of the paradoxes of anxiety is that it can often hide behind a façade of stability. To colleagues and supervisors, I might have seemed like just another employee going about their daily tasks, caught up in a workplace routine. But beneath the surface, there was an ongoing struggle—a constant battle with racing thoughts, the gnawing feeling of unease, and an unrelenting fear of judgment. The panic that would arise from potentially being “unmasked” was further heightened by the worry that my disability would be diminished because I was young or because I looked fine…sigh.
I learned early on that anxiety was my invisible companion. It affected my concentration, making even simple tasks feel like climbing mountains. I'd overthink my interactions with coworkers, worry about making mistakes, and endlessly replay conversations in my mind. I was accused of being controlling, type A, unable to relax…. little did anyone know that was me trying to cope. Then, there was the dreaded social functions, while my outward response was positive and almost eager to attend, internally the struggle looked very different. My heart would start racing, my head pounding, my stomach flipping, and I would immediately start planning my exit before I arrived. It was exhausting.
Like many individuals with invisible disabilities, I faced the disclosure dilemma. Should I reveal my anxiety to my employer and colleagues? Or should I keep it hidden, fearing potential stigma or misunderstanding? This inner conflict is a constant for those grappling with invisible conditions, my experience is only one small example.
The Prevalence of Invisible Disabilities
Statistics Canada reports that approximately one in five Canadians aged 15 and older has at least one disability. Of these, a considerable portion has invisible disabilities. The diversity of these conditions makes it challenging to pinpoint exact figures, but their prevalence is undeniable. Many employees grapple with conditions that affect their daily lives, work performance, and overall well-being.
These disabilities can significantly impact a person's life and functioning, but they are not easily identifiable through outward appearance. Here are some common examples of invisible disabilities:
The workplace can either be a supportive environment that facilitates employees' well-being or a source of additional stress for those with invisible disabilities. When faced with the disclosure dilemma, individuals may feel that they must choose professionalism vs. authenticity. Whether you choose to bring your whole self to work may stem from one’s internalized sense of lack of value. Unaddressed challenges can lead to:
To create a more inclusive Canadian workplace that accommodates employees with invisible disabilities, employers can take several proactive steps. These steps not only benefit those with invisible disabilities but all kinds of diversity. Inclusive design benefits are a more proactive method, as opposed to many case by case reactive measures:
My experience with anxiety in the Canadian workplace has taught me the importance of acknowledging and addressing invisible disabilities. When individuals like me are met with understanding, support, and accommodation, it can make a world of difference in our capacity to thrive professionally while managing our conditions. By fostering awareness, promoting inclusivity, and providing support and accommodations, employers can create an environment where all employees, regardless of their visible or invisible disabilities, can thrive, contribute, and reach their full potential. Embracing diversity and addressing the unique challenges of invisible disabilities benefit both individual employees and the Canadian workforce as a whole.
Interested to know how you and your organization can support employees faced with the challenges of invisible disabilities? Contact us at info@ccdiconsulting.ca and let a member of our team support you on this journey.
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