Invisible disabilities: perceptions and barriers to reasonable accommodations in the workplace
| Pages | 113-120 |
| Date | 14 January 2019 |
| DOI | https://doi.org/10.1108/LM-10-2017-0101 |
| Published date | 14 January 2019 |
| Author | Carrye Syma |
| Subject Matter | Library & information science,Librarianship/library management,HR in libraries,Library strategy,Library promotion |
Invisible disabilities: perceptions
and barriers to reasonable
accommodations in the workplace
Carrye Syma
Department of Human Resources, Texas Tech University, Lubbock, Texas, USA
Abstract
Purpose –The subject of invisible disabilities is becoming more prevalent in the workplace. Invisible
disabilities (as defined by the Invisible Disabilities Association) refers to symptoms such as “debilitating pain,
fatigue, dizziness, cognitive dysfunctions, brain injuries, learning differences and mental health disorders,
as well as hearing and vision impairments.”There are times when employees are hesitant to disclose their
invisible disability to their employer or coworkers, which means that accommodations for disabilities may not
be requested or made. Accommodations made in the workplace for invisible disabilities can include flexible
schedule, special software for assisting with scheduling or prioritizing tasks, or architectural changes such as
a standing desk. The paper aims to discuss these issues.
Design/methodology/approach –For this literature review, articles on invisible disabilities and
accommodations were researched and used to support the importance of accommodations in the workplace.
Findings –Invisible disabilities are affecting the workplace and must be addressed. Those struggling with
invisible disabilities need to consider sharing information about their disability with their employer as well as
requesting accommodation. The question of whether or not to inform coworkers should be left to individual
employees and what they feel comfortable divulging. More research needs to be done on how to create
learning opportunities and sensitivity in the workplace to those with invisible disabilities. Perhaps training
should be offered at the time a new employee begins work.
Originality/value –This literature review is of value because it speaks to an important issue facing today’s
workplaces –invisible disabilities and accommodations. Mental illnesses are an invisible disability and as
more people are diagnosed and enter the workforce, employers are faced with an increasing demand to meet
the needs of these workers. Educating employers and employees on the topic of invisible disabilities and
accommodations paves the way to a greater and more productive workforce.
Keywords Coworker, Disabilities, Perceptions, Barriers, Accommodations, Invisible
Paper type Literature review
Introduction
The Americans with Disability Act (ADA) was signed into law in 1990 and was succeeded
by the Americans with Disability Act Amendments Act in 2008. The Equal Employment
Opportunity Commission enforces the ADA. The ADA was created to help prevent
discrimination against individuals with disabilities and allow them the ability to have the
same working conditions as those without disabilities. Workplace accommodations are
made so that those with disabilities (invisible and visible) may perform their duties as
someone without disabilities.
This literature review investigates invisible disabilities in the workplace, coworkers’
perceptions of invisible disabilities, and barriers to requesting reasonable accommodations for
invisible disabilities in the workplace. Invisible disabilities as defined by the Invisible Disabilities
Association refers to symptoms such as debilitating pain, fatigue, dizziness, cognitive
dysfunctions, brain injuries, learning differences, and mental health disorders, as well as hearing
and vision impairments. Some examples of invisible disabilities are: psychiatric disabilities
(e.g. major depression, bipolar disorder, schizophrenia, anxiety disorders, etc.); traumatic brain
injury; epilepsy; HIV/AIDS; diabetes; chronic fatigue syndrome; cystic fibrosis; attention Library Management
Vol. 40 No. 1/2, 2019
pp. 113-120
© Emerald PublishingLimited
0143-5124
DOI 10.1108/LM-10-2017-0101
Received 6 October 2017
Revised 15 February 2018
Accepted 5 March 2018
The current issue and full text archive of this journal is available on Emerald Insight at:
www.emeraldinsight.com/0143-5124.htm
The author would like to thank Donell Callender, Laura Heinz, Joy Perrin, Jake Syma and Le Yang for
reviewing and offering comments and revisions for this paper.
113
Invisible
disabilities:
perceptions
and barriers
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