Many people suffer from disabilities they’re unable to hide, but others are able to keep their health conditions under wraps. A 2014 study found that many workers don’t disclose their disability because of the social stigma attached to it.

Co-authored by Northern Illinois University researcher Alecia Santuzzi, NIU psychology department graduate student Pamala Waltz, NIU psychology professor Lisa Finkelstein and William C. Byham Chair of Industrial/Organizational Psychology and professor Deborah Rupp, the study determined specific reasons why some people with invisible disabilities are hesitant to speak out.

Whether they’re working for temp agencies in Chicago or employed full-time, some people with disabilities such as a hearing impairment, traumatic brain injury, cancer and HIV opt not to disclose these conditions to their employer.

“It is surprising that very little research has been conducted specifically on the plight of workers whose disabilities are not visually apparent,” Santuzzi said. “This is even more surprising given that invisible disabilities are well represented among the most recent U.S. Equal Employment Opportunity Commission claims filed under the Americans with Disabilities Act.”

7 Common Reasons Employees Opt to Keep ‘Invisible Risks’ Under Wraps

According to the research team, common reasons people don’t disclose invisible disabilities include:

  • Denial.
  • Social stigma.
  • Potential misperceptions among co-workers.
  • Perceived legitimacy of a disability.
  • Lack of awareness.
  • Burden of proof.
  • Legal ambiguity.

The authors noted that more policy review and analysis is needed to completely understand the issues plaguing employees with invisible disabilities, and how employers and policymakers can accommodate their needs in a fair and effective manner.

The Problem With ‘Invisible Risks’

Unless the employee discloses their disability, you’re required to assume the person is healthy. The problem is, they’re not. Even if there’s a very small chance an employee’s invisible condition could impact their job, you need to know. This allows you to make the necessary adjustments to their job duties, workload, hours, etc. that will keep everyone safe.

The authors believe amendments to the ADA and changes to workplace polices could encourage more people with invisible disabilities to come forward. Changes could provide additional flexibility to the process of disclosing a disability and offer more suitable ways to accommodate impacted individuals.

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