The road to dismantling workplace stigmas around invisible disabilities is a long one, but companies can and should foster inclusion to support and develop neurodivergent employees.
The symptoms of these conditions are seldom obvious as such, and they affect individuals in myriad ways. What’s more,— from autoimmune conditions like celiac disease and lupus to complex diagnoses like chronic pain and diabetes — also produce hidden symptoms that affect daily functioning.
Companies must take proactive steps to ensure that all employees understand neurodivergence and what it means to have an invisible disability. This holistic approach to education may help the many employees out there who don’t realize that their conditions are legally supported — or those who may be afraid to ask for support.” — or hiding behaviors and identifiers that may make one’s condition or differences apparent.
Accommodations need not require copious time, money, or effort to implement. The following are a few examples of low-costflexible schedulesclear performance expectationsAcceptance of people of all abilities builds a psychologically safe and thriving workplace. Allyship is key to fostering a sense of belonging for stigmatized individuals. It can help break down the misconception that neurodivergent individuals and those with health conditions are frail or incompetent.
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