This article was provided by MINES affiliate Trainer Jennifer Grindeland, MOL, CYT-200 — Founder, The Working Well

When we think about disability, we often imagine something visible — a wheelchair, a cane, or assistive technology. But over 70% of disabilities are invisible, and most of the time, you would never know that a coworker is navigating chronic pain, ADHD, PTSD, dyslexia, autoimmune conditions, migraines, diabetes, or the aftermath of a brain injury.

Hidden disabilities are real; they affect how people experience the workday, and, most importantly, they are already in your workplace, whether you know it or not.

Unfortunately, employees with hidden disabilities often:

  • Mask symptoms to “look capable.”
  • Avoid asking for accommodation out of fear of judgment.
  • Feel pressure to “perform the norm” at the expense of their well-being.

This means colleagues may be struggling silently.

What is a Disability and What is “Hidden”?

A hidden disability is when a person is experiencing a way of being that:

  • Is not immediately noticeable to others
  • Affects the person’s daily functioning, including work

Examples include:

  • Chronic illnesses (e.g., autoimmune disorders, chronic pain)
  • Mental health disorders (e.g., PTSD, anxiety, depression)
  • Neurodiversity (e.g., ADHD, autism, dyslexia)
  • Traumatic brain injuries

Just because you can’t see a disability doesn’t mean it isn’t there.

5 Ways to Support Coworkers with Hidden Disabilities

1. Don’t question someone’s lived experience.

If someone says they need flexibility, believe them. Saying, “You don’t look sick” is dismissive—even if the intent is kindness.

2. Normalize flexible work styles.

Silence notifications during focus time, schedule breaks, and don’t glorify overwork. Inclusive habits remove the pressure to disclose.

3. Offer choices during collaboration.

Examples:

  • “Would you prefer to meet via chat, email, or video?”
  • “Let’s pick a time that works well for your energy levels.”

Choices = accessibility.

4. Replace assumptions with curiosity.

Instead of “Why aren’t you joining us in person?” try:

“Is virtual or in-person better for you today?”

5. Practice empathy — always.

Just because someone isn’t asking for help doesn’t mean they don’t need support.

Inclusion Doesn’t Require Someone to “Prove” Their Disability

We never know what someone is carrying.

On International Day of Persons with Disabilities, the most powerful commitment we can make is to treat every colleague with dignity, flexibility, and respect.

 

To Your Wellbeing,

The MINES Team

About the Author

Jennifer Grindeland, MOL, CYT-200 — Founder, The Working Well

Jenn has a Bachelor’s degree in Psychology, a Master’s degree in Organizational Leadership, and is a multiple brain injury survivor. With this background, she teaches team leadership skills designed to support equity for and inclusion of neurodivergent and invisibly disabled employees.