Beyond what you see: Invisible Disabilities in the workplace
- Deaf Umbrella
- 1 day ago
- 3 min read
You can’t always see disability, but it’s always there.
As Invisible Disabilities Week (19–25 October 2025) reminds us, inclusion isn’t about what’s visible. It’s about what’s possible when people are supported, believed, and understood.
Every day, Deaf and disabled employees navigate workplaces designed for people who don’t have to ask for adjustments. And often, when they finally do, they face doubt, confusion, or judgment, not empathy.
That’s what needs to change.
💜 Keep reading — at the end of this article, you’ll find three free downloadable guides packed with practical advice to help you support Deaf and disabled employees and create a truly inclusive workplace.
When “You don’t look disabled” misses the point
Many disabilities are invisible. Hearing loss, autism, dyslexia, chronic pain, mental health conditions… You can’t always spot them across a meeting table.
But here’s the thing: not seeing a disability doesn’t mean it’s not there.
Just because someone isn’t visibly struggling doesn’t mean they’re coping fine.
Just because someone is visibly disabled doesn’t mean they can’t excel at their job.
An employee managing today without adjustments might hit burnout tomorrow.
And someone with a hearing aid or mobility aid isn’t asking for sympathy; they’re asking for access.
Apparent vs. invisible: why both matter
There’s no hierarchy of disability.
A white cane doesn’t make one person “more disabled” than someone with tinnitus or anxiety.
The challenge is perception. When a disability is visible, people assume limits. When it’s invisible, people assume it’s not real. Both attitudes create barriers, and both are wrong.
What matters isn’t what you see but what you do to remove obstacles.
Invisible doesn’t mean imaginary
If someone says they need captions, a quieter space, or flexible hours, they’re not asking for special treatment.
They’re asking for what they need to do their best work, the same as everyone else.
You wouldn’t expect a colleague with glasses to “just squint harder.”
So why tell someone with hearing loss to “just sit closer” or someone with ADHD to “just focus more”?
Accommodations aren’t extras. They’re equality in action.
How to support invisible disabilities at work
1️⃣ Listen and believe. If someone says they need an adjustment, trust that they know their needs best.
2️⃣ Ask, don’t assume. A simple “What would help you do your job better?” can change everything.
3️⃣ Review regularly. People’s needs evolve. Accessibility should too.
4️⃣ Use Access to Work. This government grant can cover interpreters, assistive tech, and other workplace support.
Perception vs. reality
💭 Perception: “They seem fine.”
✅ Reality: “They’ve just learned to hide how hard it is.”
💭 Perception: “They’re doing their job well — they don’t need help.”
✅ Reality: “They’re overcompensating and running on empty.”
💭 Perception: “If I can’t see it, it’s not that serious.”
✅ Reality: “You can’t see asthma, dyslexia, or hearing loss either, but they’re real.”
If you’re reading this and nodding along, you’re not alone.
Requesting accommodations isn’t complaining. It’s advocating for yourself, and that’s powerful.
You have every right to equal access, fair support, and a workplace that doesn’t make you prove your needs.
Supporting invisible disabilities doesn’t mean walking on eggshells. It means:
💜 Listening with respect.
💜 Offering flexibility without judgement.
💜 Creating an environment where people don’t have to “mask” to survive the day.
When you do that, you don’t just support disabled staff; you create a stronger, more human workplace.
Inclusion doesn’t start when you see a disability.
It starts when you believe someone who tells you about it.
This Invisible Disabilities Week, let’s stop expecting proof and start building trust.
📚 Free resources to take action
Ready to turn awareness into action?
Download our free eBooks: practical, easy-to-follow guides to help you build a more inclusive, accessible workplace for everyone.
Learn how to make recruitment truly accessible, from job ads to interviews, and attract talented Deaf professionals with confidence.
Your go-to guide for making day-to-day communication smoother, providing effective support, and ensuring no one is left behind.
Empowering advice for employees who struggle to speak up about their needs, with templates and strategies to request adjustments confidently.
Because inclusion shouldn’t depend on what you can see, it should depend on how much you care.
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