Non visible disabilities: Encouraging openness

The myAbility Business Forum provides a platform for the exchange of knowledge and networking on inclusion, business and the world of work. The webinar ‘Encouraging openness: How to confidently deal with (non) visible disabilities in the workplace’ brought together corporate perspectives, expert analysis and personal experiences. 

Susanne Haberl (VERBUND) and Sigrid Reger (PwC Germany) shared insights from corporate practice. Michael Zakall (myAbility) provided context on the topic from the perspective of consultancy, talent management and inclusion coaching. Susanne Haberl and Michael Zakall’s personal experiences with chronic illnesses further highlighted the importance of self-determination, trust and a supportive working environment. 

This combined perspective from business practice, consultancy and personal experience demonstrated that openness does not arise from expectations. It arises where companies create conditions in which employees with invisible disabilities can speak about their disabilities in a self-determined manner and without fear of disadvantage. 

The decision as to whether, when and to what extent a person discusses a disability or chronic illness is a personal one. Particularly in the case of invisible disabilities, this decision can be fraught with uncertainty. Some people have had bad experiences, whilst others see no clear benefit in discussing their situation at work. Still others do not want to be perceived as ‘difficult’. 

For organisations, this means that the focus should not be on expecting openness. It is more important to make it possible to discuss needs. A helpful question might be: ‘What do you need to be able to work effectively?’ This shifts the focus away from diagnoses and towards working conditions and possible adjustments. 
 

What organisations can do in practice 

• Clearly communicate support options 
• Make confidential support services visible 
• Prepare managers for sensitive conversations 

 
Further ideas

• As a next practical step, disability awareness training can help build knowledge and reduce uncertainty within the team. 

In the webinar survey, 51 per cent of participants stated that a lack of trust is the main reason why invisible disabilities are still rarely discussed in companies. 

This shows that trust is not built through a single message. Those who have already had negative experiences need repeated positive experiences in order to feel confident about seeking support. It is crucial that concerns are taken seriously, that conversations remain confidential, and that managers respond respectfully. 

It is leaders in particular who determine whether trust can grow in day-to-day working life. They do not need to have the perfect answer to every question straight away. What is important is that they listen, tolerate uncertainty and work with staff to find suitable solutions. 
 

What companies can do in practice 

• Empower leaders to handle sensitive conversations  
• Make confidential points of contact visible  
• Promote psychological safety within the team  
• Take concerns seriously and respond without judgement  
• Make it clear that support is part of good working conditions  
   

Further insights 

• Our Inclusive Leadership training programmes support managers in implementing inclusive leadership more effectively in their day-to-day work. 
• In individual situations, Inclusion Coaching can provide a confidential setting in which to reflect on issues and develop appropriate next steps. 

If you would like to learn more about our offers feel free to contact andreas.maierhofer@myAbility.org. 

Invisible disabilities can cause uncertainty in the workplace because their associated needs, barriers or challenges are not apparent to others. This is precisely why knowledge, dialogue and examples that provide guidance are needed. In the webinar, Sigrid Reger shared insights into PwC Germany’s approach. Through initiatives such as the ‘InvisAbilities’ virtual event series, invisible conditions are brought to light and a focus is placed on diverse experiences.

At VERBUND, it also became clear how internal communication can help build knowledge. One example was a colleague who wrote about her illness on the intranet and subsequently gave an internal presentation. 
 

What companies can do in practice 

• Regularly share knowledge about visible and invisible disabilities  
• Encourage voluntary personal accounts  
• Offer internal webcasts, presentations or discussion forums  
• Raise awareness of existing support services  
• Involve external expertise and networks 

 
Further ideas 

• Practical exchange: Anyone wishing to explore topics such as invisible disabilities, accessibility and an inclusive corporate culture together with other companies will find the DisAbility Confidence Day a space for discussion, practical examples and concrete next steps. 

The webinar showed that openness cannot be demanded. However, organisations can create an environment in which employees can seek support on their own terms and without fear of reprisals. 

This requires knowledge, clear communication, psychological safety and repeated positive experiences in day-to-day working life. Managers do not need to have the perfect answer to every question straight away. What matters is that they listen, tolerate uncertainty and work with employees to make suitable solutions possible. 

HR and diversity managers play a key role here: they provide guidance, raise awareness of available support and help managers remain capable of taking action, even in sensitive situations. 

As the largest B2B network for an inclusive economy in the DACH region, the myAbility Business Forum shares knowledge and best practices from member companies and supports other organisations in making the workplace and the economy more accessible. Through online webinars on a wide variety of topics, the Business Forum offers companies the opportunity several times a year to gain professional insights, hear about the personal experiences of people with disabilities, and learn about the day-to-day operations of leading companies from Austria, Germany and Switzerland.