Research released by INvolve to mark the release of the first Enable Role Model List for disability, neurodiversity and mental health has found over two thirds (67 per cent) of employees with invisible disabilities believe it’s up to them to get the support and reasonable adjustments that they need at work.
Over half (58 per cent) feel those with invisible disabilities aren’t prioritised as much as those with other conditions, and half say the difficulty of the process to get the support they need at work is not worth it. And with businesses across the UK looking to make savings where they can amid a turbulent economic climate, 38 per cent say budget cuts have meant they aren’t getting the support they need at work.
The research found that many with invisible disabilities are facing daily struggles in their job roles. Almost a quarter (24 per cent) are unable to cope with their workload, and 28 per cent say their disability contributes to an inability to concentrate at work.
Aside from the impact on their role, those with invisible disabilities also cite negative effects on their wider workplace experience. A third (32 per cent) say their disability contributes to stress at work – this increases to over half (51 per cent) of those with mental health conditions, and 46 per cent for those with cognitive impairments such as a traumatic brain injury or learning disability. One in five (20 per cent) say they feel lonely or isolated at work because of their disability, with 17 per cent experiencing poor relationships with colleagues or managers. A quarter say their invisible disability has resulted in a lack of enjoyment of their work, and significantly, a fifth (19 per cent) say it is contributing to them wanting to leave their job. With rates of employment for those with disabilities already far lower than the general population, a notable area of focus for the UK Government in the Spring Budget, clearly more is to be done to retain people with invisible disabilities in work.
The research found that 37 per cent of employees with invisible disabilities have not disclosed their disability at work. For those with conditions that are seemingly easier to ‘mask’, this only increases. 62 per cent with autism, 56 per cent with mental health conditions, 54 per cent with non-visible health conditions have kept their disability secret. Conversely, those with conditions that are more noticeable are more likely to disclose: 65 per cent with hearing loss and 61 per cent with cognitive impairments have informed their workplace. The presence of this divide even within those who have invisible disabilities demonstrates the impact of ‘masking’ – those who do not disclose their disability likely aren’t receiving the support and adjustments they need to thrive at work.
On some of the reasons why they haven’t disclosed their invisible disability, a third (32 per cent) claim they don’t want to be deemed less capable than their colleagues, and almost one in three (29 per cent) are concerned about being negatively discriminated against. A quarter (25 per cent) don’t believe that disclosing their disability will result in any improvements for them. The burden of having to explain their disability time and again is also clear: a fifth (21 per cent) don’t want to have to repeatedly tell people about their condition.
This research comes as INvolve launches its first Enable Role Model List, sponsored by HSBC, which celebrates and showcases 20 individuals who are using their personal experiences of disability, neurodiversity or mental health to advance inclusion for others in the workplace. The Role Models selected represent the diverse range of work and initiatives being undertaken globally around these important areas of inclusion.
The List aims to use the power of Role Models to drive important conversations around disability, neurodiversity and mental health in the workplace, to put the spotlight on the work and initiatives which are helping to drive progress for inclusion globally, and to inspire others to ‘be what they can see’ and become more effective advocates for inclusion.
Suki Sandhu OBE, Founder and CEO of INvolve, says: “We are thrilled to have launched our first-ever Enable Role Model List, sponsored by HSBC. These 20 incredible Role Models are not only smashing barriers in their own careers, but have dedicated themselves to challenging biases and advancing progress so that others can thrive at work as their authentic selves. Each of them shows that disability, mental health challenges or neurodiversity need not be a barrier to succeeding at work if the right support is in place.
“While getting those with disabilities into the workplace has been cited as a serious priority by the Government, our research has shed light on the stark reality for those with invisible disabilities in the UK,” Sandhu adds. “Businesses must do better to ensure that employees have reasonable adjustments in place and the right infrastructure to enable them to fulfil their job roles and progress within their careers. The workplace must be accessible for everyone, and it is saddening and infuriating that so many employees across the globe are unable to achieve their career potential due to serious lapses in a business ability to support them.
“Our goal is that this List will provide a platform for important conversations and drive forward momentum for change. Ultimately, we are striving to improve inclusion for disability, neurodiversity and mental health in the workplace.”
