There has been a significant shift in recent years to raise the profile, and increase understanding of, visible or ‘hidden’ disabilities, and how to support people with these conditions.
For example, in 2019, the government widened the eligibility criteria for Blue Badges to ensure people with invisible disabilities are not disadvantaged. The Blue Badge scheme allows holders to access designated parking spaces, helping people with disabilities or health conditions access shops and services, by enabling them to park closer to their destinations.
According to Hidden Disabilities UK, 1 in 7 people globally live with a disability. And of those, 80% are invisible. That is 1 billion people who are living with a non-visible disability. But it is a term which is misunderstood by many.
Non-visible disabilities are not immediately obvious. They can be physical, mental or neurological and include, but are not limited to, autism and Asperger syndrome, cognitive impairments such as learning difficulties and dementia, as well as mental health conditions and speech, visual impairments or hearing loss. They also include respiratory and chronic conditions such as asthma, diabetes, chronic pain and sleep disorders when these significantly impact day-to-day life.*
In England, the Centre for Mental Health has that up to 10 million people – almost a fifth of the population – will need mental health support as a direct consequence of Covid-19. Below are a few key mental health statistics reported from Mind the charity.
In any given week in England, the following number of people are affected by these hidden disabilities:
- Mixed anxiety and depression: 8 in 100 people
- Generalised anxiety disorder (GAD): 6 in 100 people
- Post-traumatic stress disorder (PTSD): 4 in 100 people
- Depression: 3 in 100 people
- Phobias: 2 in 100 people
- Obsessive-compulsive disorder (OCD): 1 in 100 people
- Panic disorder: fewer than 1 in 100 people
Over the course of someone’s lifetime;
- 1 in 5 people have suicidal thoughts
- 1 in 14 people self-harm
- 1 in 15 people attempt suicide
Women are more likely to have suicidal thoughts and make suicide attempts than men, however, men are 3 times more likely to take their own life than women. Suicide is now the biggest killer of men under 50.
Employers should be aware of the definition and statistics on invisible disabilities and the implications of this in the workplace.
The Equality Act 2010 defines a person as disabled if they have a physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out daily activities. Hidden disabilities can fall into this category.
Disability is a protected characteristic, and it is unlawful to discriminate either directly or indirectly against a person with a disability. Employers have a duty to make reasonable adjustments where a disabled person is put at a disadvantage.
So how do you recognise these non-visible disabilities to ensure you are fulfilling your responsibilities as an employer?
There is a duty on employees to disclose their disability if adjustments at work are required, but in our experience, there is a little protection from claims of direct disability discrimination should the individual choose not to disclose it.
With indirect discrimination, the employer’s knowledge of the disability is irrelevant. If an employer imposes a ‘provision, criterion or practice’ on its employees which puts employees with a disability at a distinct disadvantage compared to other employees, the employer can be accused of discrimination. This includes for example, some employee absence monitoring systems such as the Bradford Factor.
As a starting point we would recommend as employers, you:
- Clearly outline your Equality, Diversity and Inclusion policy, explaining how you provide a working environment free from discrimination
- Are aware of your employee’s health issues, within reason
- Encourage an open dialogue with employees, where they feel safe and able to disclose any disabilities – wellness action plans and stress risk assessments are good starting points
- Inform and educate managers about disability discrimination and the relevance of invisible disabilities
- Look out for the sunflower, a globally recognised symbol for non-visible disabilities which may be displayed on a lanyard
If it becomes apparent an employee has issues or is showing signs of behaviour which could be linked to a disability and you are unsure how to manage the situation, we recommend seeking advice.
If you need guidance around this topic or would like assistance developing an Equality, Diversity and Inclusion policy please email us on hello@emphasis.uk.com or call on 01794 874232.
