People Management shared an interesting and detailed article on 14th May supporting employers to understand how they can help those with hidden disabilities.

An estimated 9.5 million people across the UK live with an invisible condition, meaning 1 in 7 are managing a medical condition alongside their jobs, in workplaces that do not always take this into account. As part of its Not Every Disability is Visible campaign, charity Crohn’s & Colitis UK is launching Are You IN? – a selection of support and resources for companies so they can pledge their commitment to being more inclusive of people with invisible conditions.

For people living with an invisible disability, the hidden nature of their condition can make it difficult to disclose, because the effects it has on their life are not immediately apparent or easy to understand. This can lead to employees feeling like they cannot ask for adjustments to help them manage their condition.

There are many invisible disabilities, including autism, epilepsy, mental health conditions and others. Crohn’s and colitis, for example, cause ulcers and inflammation in the gut and there is no cure. Symptoms include the urgent and frequent need to poo (often with blood), extreme fatigue and severe pain. They can impact mental health, personal relationships, and nearly every part of the body, leading to a lifetime of medication and, in many cases, life-altering surgery.

For people living with Crohn’s and colitis, the stigma surrounding discussion of bowel habits can make it doubly hard to disclose their disability to an employer. You may be employing someone with Crohn’s or colitis right now without knowing, because they are so used to hiding it.

It should not be down to luck or a good manager that people living with invisible disabilities and conditions in the workplace are acknowledged, understood and supported. As the future of the office is reconsidered post-Covid, now is the time to make our workplaces more inclusive for people living with invisible conditions.

To read the full and orginal article visit People Management website.