Dealing with invisible disabilities
INVISIBLE or silent disabilities is a term that is used to de ne disabilities that are hidden.
Usually, such disabilities are of a neurological nature and include epilepsy, autism, mental health disorders such as bipolar, depression and learning disabilities such as dyslexia.
People with invisible disabilities face extreme discrimination in society because the disabilities are not apparent to others, and they look and act perfectly healthy.
Society is used to seeing a person with a disability using a wheelchair or carrying a white cane.
In some countries invisible disabilities include chronic conditions such as diabetes and renal failure.
Re ecting on the de nition of disability according to the Convention on the Rights of Persons with Disabilities (CRPD), persons with disabilities include those who have long-term physical, mental, intellectual or sensory impairments which, in interaction with various barriers, may hinder their full and e ective participation in society on an equal basis with others.
Therefore, invisible disabilities should not be overlooked but classi ed accordingly.
People with invisible disabilities face discrimination and are at times accused of imagining their disability, causing misunderstandings, false perceptions leading to consistent barriers.
The symptoms vary from one day to the other and extreme in some cases leading to scepticism from co-workers including family.
Even though awareness is being raised on disability, there is need to be inclusive and dismantle the stigma associated with invisible disabilities.
Invisible disabilities present several challenges in performing daily activities and at times such challenges go unnoticed.
People with invisible disabilities encounter accusations of being lazy, lacking motivation at work and other misinformed judgments.
This often leads to non-disclosure of disability and the forfeiting of reasonable accommodation.
Reasonable accommodation refers to the necessary and appropriate modi cation and adjustments, as well as assistive devices and technology, not imposing a situation, where needed in a particular case, to ensure persons with disabilities the enjoyment or exercise on equal basis with others of all human rights and fundamental freedoms.
Reasonable accommodation for a person with an invisible disability includes
exible working hours, providing the option to work form home, quiet or private workspace, assistive technology that assists with individual tasks, exible breaks among others.
Improving awareness and the understanding on invisible disabilities will reduce stigma and promote self-identi cation and disclosure.
The needs of people with invisible disabilities will vary, hence they should be understood and provided for.
Several people with invisible disabilities report unequal opportunities and face challenges in accessing services or the support they require.
In this article I discuss two invisible disabilities that are often misunderstood: epilepsy and autism.
Epilepsy is a neurological disorder that is characterised by sudden recurrent seizures.
The seizure symptoms vary widely, some people lose awareness during seizure while others don’t.
Other symptoms include twitching of arms and legs referred to as convulsions, sti muscles and temporary confusion.
Treatment of medication and at times surgery can control the seizures, while other people require lifelong medication.
Reasonable accommodation for a person with epilepsy in the workplace includes exible working hours to accommodate medical appointments and recovery from seizure, ensuring a safe environment that does not involve heights or machinery that pauses risk during seizure, developing a clear emergency plan in the case of a seizure and providing tools or wearable devices that alert or notify in case of a seizure.
Having seizures a ects the safety, relationships, work and driving among other activities, hence its important to understand the patterns and situation when a seizure might occur.
In the case of disasters, it is important to identify people with epilepsy and ensure that they are safe and supported in the event of seizures, ensuring a constant supply of medication.
First responders in emergencies need to be trained on how to assist during epilepsy seizures. According to the World
Health Organisation, autism spectrum disorders (ASD), are diverse and the needs vary with time. Autism is mainly characterised by some degree of di culty in social interaction and communication.
For example, di culty switching from one activity to the other, focus on details and unusual reactions to sensations.
Additional symptoms may include, cooccurring conditions including depression and epilepsy, di culty sleeping, selfinjury and hyper-active disorder.
Social communication and interaction characteristics that a child with autism displays, include avoiding or less eye contact, does not respond to their name or show facial expressions until about nine months, does not share interests with others or play interactive games until they are one year old.
Repetitive or restricted behaviours in children will include getting upset when the order of toys is changed, obsessive interests, playing with toys the same way every time, unusual reactions to smell, taste and sound among other characteristics.
Some autistic people can live independently while others require lifelong care and support a ecting their education and employment opportunities.
The level of intellectual functioning among people with autism varies from profound impairment to superior levels.
Individuals with high functioning autism display strong attention to detail, intense focus on speci c interests and have challenges in social communication.
Societal attitudes are one of the biggest barriers a ecting access to services by people with autism. It is important to learn about autism and avoid sensitive language leading to stigma.
Once autism is diagnosed the relevant information, referral and support services should be provided to meet the diverse needs.
This entails providing, specialised education programs, behavioural therapy, occupational therapy, guidance and support to parents to understand child development, addressing emotional and mental needs, facilitating activities and initiatives that promote participation in community settings.
Not all people with autism will require accommodation however, reasonable accommodation for a person with autism in the workplace includes, modi cation of work schedules, provision of equipment and devices to assist with daily tasks, adjustment of supervisory methods and job coaching.
People with invisible disabilities have the right to enjoy the highest level of physical and mental health, strengthening research and providing a range of interventions will enhance their wellbeing and quality of life.
Increasing awareness about invisible disabilities will reduce the stigma and promote understanding in society and workplace settings.
It is important to encourage open communication between individuals, their peers and supervisors to promote a culture where people feel comfortable to discuss their needs.
Concurrently training should be provided to employees to recognise and understand the needs of people with invisible disabilities and providing access to mental health resources and counselling services.
The emphasis is to create an environment that acknowledges and respects the diverse needs of individuals and promotes equal opportunities and inclusion.
*Tigere is a development practitioner and writes in her personal capacity.
These weekly articles are coordinated by Lovemore Kadenge, an independent consultant, managing consultant of Zawale Consultants (Private) Limited, past president of the Zimbabwe Economics Society and past president of the Chartered Governance & Accountancy Institute in Zimbabwe. Email - or Mobile No. +263 772 382 852