Understanding Invisible Disabilities in the Workplace
Not all disabilities are readily apparent. The Americans with Disabilities Act (ADA) describes a disability as any condition, physical or mental, neurological, or cognitive that may cause considerable impairment when performing major life activities.
If you think of someone with a disability, your mind automatically goes to physical examples, a deformity, use of a wheelchair, or a prosthesis. These disabilities are both recognizable and acceptable. Most people view “invisible disabilities” as inconsequential.
According to a study by Qoqual (formerly Center for Talent Innovation), only 39% of employees have disclosed their conditions to their managers or co-workers. Even though employees are protected under the ADA, this protection only takes place if they disclose their condition.
Protected? So why do employees keep their invisible disabilities silent? Edgar Allen Poe said, “Believe nothing of what you hear, and only half of what you see.” People with unseen disabilities fear discrimination. Others worry about sharing their disability for fear of needing “reasonable accommodations.” They may worry they will be seen as incapable vs. having a limited disadvantage; and laid off from their jobs.
Employers cannot afford to overlook employees with “invisible disabilities” if they want to build a psychologically safe, thriving workplace. Lack of disclosure by the employee makes it difficult for even the most well-meaning organizations to support their employees adequately. Efforts to improve inclusion can also impact your company’s productivity, as it will provide a contribution to company morale.
People who disclose their disabilities to their managers are more than twice as likely to report that they were happy with their jobs. That’s a tremendous difference to belonging.
You do not need to go overboard sharing information, but being transparent with your own wellbeing should be viewed by your employer as a powerful example within your team. It has become important to educate and to disrupt the silence around what it means to live with an invisible disability.
In April of 2019, I was diagnosed with a benign brain tumor. For the reasons mentioned above, I did not fully disclose ALL my invisible disabilities that resulted from surgery and ongoing treatment. Over time, my challenges increased. It became exhausting to hide them, creating an environment of stress, frustration, and fear.
In hindsight, I should have disclosed progressive disabilities sooner. When I chose to disclose them, Exertis Almo provided me the opportunity to engage in comfortable conversations with management and human resources. They genuinely cared about my wellbeing and supported my choices toward my future initiatives.
As I approach retirement, I will provide education to schools children and small businesses, as well as through blogs about invisible disabilities. I will volunteer at hospice and nursing home facilities with a “soon to be” certified emotional support dog. I can brighten the lives of others, while keeping in perspective how blessed I am with the inconvenience of having invisible disabilities.
So, the next time someone parks in a handicap spot without an apparent disability, do not assume they are selfish. If a colleague has a response delay and needs to gather their thoughts, please do not assume they lack intelligence. When the person in front of you is driving more slowly than you would like, please be courteous and pass them kindly. We are trying to keep you safe.
People with both apparent and invisible disabilities do not look for sympathy. They look for patience, understanding and support. It is no different than working with someone with autism. It may be more challenging, but that does mean they are unable to contribute. To sum it up in a parody; a fish is unable to climb a tree, only because they do not have the ability. But that same fish can swim upstream, against all odds, and thrive.
My management team at Exertis Almo fully supported me in writing my final blog with the company addressing the topic of “invisible disabilities.” I’d like to extend a thank you to Exertis Almo’s executive management and human resources for providing me support and understanding in my decision to start my next journey.
Corinne O’Rawe | DSCE
Business Development Manager
Supported Manufacturers: LG Business Solutions (NE, SE, MW)
You have just picked out a gorgeous new HD Television at one of the “Big Box” stores. You are super excited, because “Real Housewives of Buffalo” is premiering season 4 later that day, and you cannot imagine how fantastic it will look in your living room. Then the sales associate that helped you pick that display out asks you if you need a high-end HDMI cable to go with that display. He goes on to tell you that it will “enhance the viewing experience” and “provide better quality audio” for you. Do you spend the $75 for that cable? Or is the $10 one available on that XYZ website going to do the trick? Now, for you and your latest reality series, it may not make much of a difference, but when you are in the world of Pro AV, it can be all the difference in the world.
This translates into clear, high-quality audio and video output, which is essential for professional applications such as recording studios, live performances, and broadcasting. Whether you are setting up a live event like a concert, installing a conference room solution with high end UC equipment, or setting up a classroom or auditorium in the education space, investing in the higher quality product will help ensure the best performance. In comparison, cheaper cables may not be designed to the same high standards as professional cables. These cables may have lower quality materials and construction, which can result in signal loss, noise, or interference. This can lead to poor audio and video quality, which is unacceptable in professional settings. If performance is key, then you absolutely need Pro-quality cables here.
This can result in frequent replacements and downtime, which can be costly and disruptive. Think of the time and money spent having technicians deployed just to replace cables, because they were cheaper at the outset. Those savings up front are costing you more down the road. What a huge waste! You absolutely cannot have an inferior connection break in the middle of a live performance or important video conference, which could have catastrophic effects on your business. Did you know that C2G offers a Limited lifetime warranty on all cable assemblies? They do, and that is just one of the many reasons we are excited to have them as a partner.
Luckily, C2G has that covered as well. Take a look at their latest and greatest: the 
It is almost strange now if you come across a public display or kiosk and it is not touch enabled. In fact, I recently attempted to interact with a display kiosk, in a hotel lobby, only to find it was not a touch screen. As younger people that were raised with a touch device in their hands come of age, the expectation for interactive devices is higher than ever. We’ve also seen a shift in many areas to a self-service model, for better or for worse, and each will have their own opinion about it, but it is the reality. For example, when was the last time you actually dealt with an agent to check into an airline flight? It is now commonplace to check-in, receive your boarding pass, and receive your luggage tag all without human interaction.
To enhance our offering of touchscreen technology, 
