Understanding Apparent vs. Non-Apparent Disabilities: A Guide for the Workplace
Did you know that according to the CDC, 1 in 4 adults in the US has a disability (Centers for Disease Control and Prevention, 2018). This is equivalent to roughly 61 million adults. While some disabilities are easily recognizable or apparent to others, others remain “hidden”, meaning they may not be apparent to others unless the individual has chosen to disclose. Grasping the difference between apparent and non-apparent disabilities is crucial for fostering an inclusive workplace. In this blog post, we will delve into the definitions, share specific diagnoses that fall under each category, and discuss essential disability etiquette to ensure everyone feels respected and understood in the workplace.
This wheel includes several apparent and non-apparent disabilities but is not an exhaustive list.
1. What Are Apparent Disabilities?
Apparent disabilities refer to conditions that are easily visible or noticeable by others. These disabilities often include physical limitations resulting from injuries, illnesses, or congenital conditions. Understanding and acknowledging apparent disabilities can lead to better support systems for individuals in public and workplace environments.
Examples of Apparent Disabilities
Visual Impairments: Individuals suffering from complete blindness or partial sight using visual aids. This may require cane use, guide animals, or assistive technologies.
Mobility Impairments: Conditions like paralysis or chronic pain where individuals when using mobility devices like wheelchairs, canes, or crutches.
Hearing Impairments: This includes people who are deaf or hard of hearing, which may involve utilizing hearing aids, sign language, or other communication tools.
Cognitive Disabilities: Conditions such as Down syndrome where the effects on learning abilities can be apparent without the individual choosing to disclose.
Supporting Individuals with Apparent Disabilities
When working alongside individuals with apparent disabilities, it's essential to provide support and accessibility. Simple actions can include offering assistance without being intrusive, ensuring buildings are ADA-compliant, and understanding the needs of individuals as they navigate their environment.
2. What Are Non-Apparent Disabilities?
Non-apparent disabilities, also known as “invisible” disabilities, are conditions that are not outwardly visible or apparent but can significantly affect an individual's quality of life. These may stem from psychological, neurological, or chronic health conditions that hinder individuals' ability to function in day-to-day activities.
Examples of Non-Apparent Disabilities
Mental Health Disorders: Conditions like depression, anxiety, or bipolar disorder. Symptoms may not be observable but profoundly affect how individuals interact with the world.
Chronic Illnesses: Examples include diabetes, fibromyalgia, or rheumatoid arthritis, where chronic pain or fatigue can lead to difficulties in maintaining regular tasks.
Learning Disabilities: Conditions such as ADHD or dyslexia may not present visible signs, but they affect one's ability to process information or complete tasks efficiently.
Neurological Conditions: Epilepsy or multiple sclerosis fall under this category, often leading to episodes or fatigue that can limit workplace participation.
Supporting Individuals with Non-Apparent Disabilities
To better support individuals with non-apparent disabilities, it's beneficial to approach them with understanding. Encourage open communication and provide accommodations tailored to their needs. Disability management training and programs focused on mental health awareness can enhance support structures in a workplace setting.
3. Disability Etiquette: Language and Respect
When it comes to addressing people with disabilities, appropriate language plays a critical role in promoting respect and understanding. Here are steps toward preferred language etiquette, but please note that this is an ongoing, ever evolving conversation in the disability community and it is always best practice to ask the individual their preference:
Person-First Language: Use phrases that emphasize the individual before the disability, e.g., "a person with a visual impairment" instead of "a blind person." This approach humanizes the condition and highlights the individual’s identity beyond their disability. While many individuals prefer person-first, some individuals prefer Disability-First language such as I am an ADHD woman or an Autistic male.
Avoid Derogatory Terms: Steer clear of outdated or derogatory terms that may be offensive. It's vital to stay updated with terminology changes and practices.
Ask Before Helping: If you observe someone struggling, instead of jumping to help, politely ask, "Do you need assistance?" This empowers individuals to accept or decline assistance on their terms.
Respect Privacy: Non-apparent disabilities require an extra layer of sensitivity. Not everyone may feel comfortable disclosing their conditions; thus, respecting their privacy is paramount. Additionally, if an individual has disclosed to you, do not disclose their disability to anyone else on their behalf. Operate under the assumption that they only wanted you to have that personal, private medical information.
4. Why Understanding Both Categories Matters
Recognizing the spectrum of disabilities enhances our ability to create inclusive spaces. Disabilities manifest differently in every individual, and just because you’ve met one person with a particular disability, doesn’t mean all individuals will exhibit the same traits. Organizations that understand the differences between apparent and non-apparent disabilities are better equipped to support all employees—fostering a culture where everyone feels valued and empowered.
Creating an Inclusive Workplace
Here are some strategies to implement an inclusive environment:
Training Programs: Facilitate training sessions on disability awareness and etiquette, helping colleagues understand how to interact positively with those who have disabilities.
Enhanced Accessibility: Evaluate physical and digital environments to implement necessary accommodations. Ensure that all documents are available in accessible formats and that physical spaces accommodate mobility and vision impairments.
Open Channels of Communication: Enable an environment where employees can speak openly about experiences without fear or stigma. Regular check-ins with team members can facilitate dialogues about support they might need.
5. Encouraging Neurodiversity
Neurodiversity is an essential aspect when considering both apparent and non-apparent disabilities. Emphasizing hiring practices that include neurodiverse individuals leads to innovative ideas and varied perspectives.
Implementation of Neurodiversity Programs
Programs focused on neurodiversity can include:
Structured Interviews: Offering interviews that allow candidates to showcase their strengths rather than solely relying on traditional interviewing formats.
Mentorship Programs: Pairing neurodiverse individuals with mentors can facilitate the transition into a new job environment.
Flexible Work Arrangements: Allowing customizable work settings, schedules, or environments can boost productivity and comfort.
The Way Forward
As we navigate the complexities of diverse workplaces, understanding both apparent and non-apparent disabilities is imperative for fostering an environment of inclusivity. This is not an exhaustive list, but merely a few suggestions that can help you and your workplace become more inclusive. By understanding what non-apparent versus apparent disabilities are and how to provide support, we can lead by example in our communities and workplaces. As we shift towards a more inclusive society, it’s our responsibility to learn, adapt, and promote understanding of all individuals, regardless of their abilities. Let’s create a culture that embraces and supports everyone.
References:
Centers for Disease Control and Prevention. (2018, August 16). CDC: 1 in 4 US adults live with a disability. [Press release]. https://archive.cdc.gov/www_cdc_gov/media/releases/2018/p0816-disability.html
