Two in five (43%) employees with a less visible disability have not disclosed it to their employer.

The research from healthcare provider Bupa showed that not wanting to ‘cause a fuss’ (30%) or be treated differently (25%) were the key reasons for keeping their condition to themselves.

Nearly a quarter of those affected (23%) have not told their employer about their condition due to worries that they would not be believed, while one in five (20%) expressed concerns that their disability might impact their career opportunities.

This in turn is fuelling presenteeism and could be damaging people’s health in the long term. To avoid telling bosses about a condition, people with less visible disabilities report working even when not feeling well enough (55%) or taking holiday to attend medical appointments (26%).

Also, 23 percent give a cover reason for not being able to work, when really they are unwell.

What are the consequences of keeping a disability unknown?

There are an estimated 10.2m people in the UK who have a less visible or invisible disability but despite this, many still experience serious issues in the workplace.

Worryingly, negative experiences in the workplace can impact mental health, including increased anxiety (34%), feeling down (29%) or depression (24%).

Meanwhile, a quarter (25%) said they were less likely to ask for help when they needed it and many (21%) reported feeling less motivated.

Carlos Jaureguizar, CEO for Bupa Global & UK says: 

“It’s worrying that people with less visible impairments feel they must hide their health conditions from their employers. Employers have a responsibility to create an inclusive and supportive environment that allows their people to be open and agree on ways of working that meet the requirements of their role, whilst also providing support to manage their health needs. A happy, productive workforce is good for people and helps to shore up businesses against short and long-term challenges, which is crucial in today’s climate.

“A key part of Bupa’s partnership with ParalympicsGB is to encourage a tangible shift in perceptions of disability in our society. That includes encouraging greater understanding around disabilities, and that people with less visible disabilities may have different needs and experiences. Together, we want to inspire the next generation to believe that anything is possible, and that starts by making everyone feel confident, safe and supported – both in and out of the workplace.”

 

 

 

 

Amelia Brand
Amelia Brand

Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.