Invisible Disabilities

On Episode 57 of Why Care?, I had the pleasure of speaking with the brilliant comedian, author, and actor Samantha Baines. Samantha opened up about discovering her hearing loss in her late twenties, embracing her deaf identity, and advocating for better access and representation in the arts. Her story sparked a wider reflection for me on the many unseen conditions that shape how people experience the workplace, and how organisations can better set everyone up for success.

What do invisible disability markers look like?

Workplaces often focus on visible markers of diversity such as gender, race, or age, but they sometimes overlook those that are less apparent or expressed in subtler ways. This can impact those with a hidden disability more.

These may include anxiety, ADHD, autism or dyslexia, among others. Such invisible differences can shape how people think, communicate, and experience the workplace just as profoundly. When they go unacknowledged, they can lead to misunderstanding, burnout, or exclusion.

True inclusion means broadening our understanding of diversity to reflect not only how people look or identify, but also how their minds work.

Before examining the implications of these unseen conditions, it’s important to take the time to establish a clear understanding of what each one entails, even if we feel we may already know. For example, OCD is often mislabeled as merely perfectionism, a desire for order or neatness, when in fact it is marked by disruptive or intrusive thoughts and compulsive behaviours performed to relieve intense anxiety, such as that which stems from an impending sense of doom.

Similarly, anxiety isn't just a natural sense of worry, but rather a lingering state of fear or heightened tension without a clear cause.

Making sure that we’re clearly informed on what employees are experiencing is the first step to inclusion.

How do invisible diversity markers shape experiences in the workplace?

Invisible differences shape our workplace experiences in countless ways, from how we think and communicate, to how we show up each day.

For some, anxiety may mean overthinking feedback, struggling to speak up in meetings, or feeling mentally exhausted from social interactions. Those with ADHD might experience bursts of creativity followed by dips in focus, or difficulty navigating long, unstructured meetings. Individuals with autism may experience sensory overload, find small talk or vague communication challenging, yet excel in pattern recognition or consistent routines. For people with dyslexia, written tasks and emails can take longer, but tasks that require visual thinking are likely to come more naturally. And for those with OCD, perfectionism can drive excellence but also burnout, sometimes misunderstood as a need for control.

Recognising these nuances means making space for individuals to thrive in ways that make sense for them, rather than striving for a one-size-fits-all approach.

How can we accommodate invisible diversity markers?

Creating workplaces that truly include invisible differences starts with empathy.

For someone with anxiety, a short written recap after a meeting, or giving notice before a performance review, or even positive reinforcement, can make a real difference in both their confidence and performance.

Those with ADHD can benefit if work is visual, broken into smaller steps, and when flexibility replaces rigidity. These bursts of focus can be harnesses strategically into short rapid-fire brainstorming sessions, for example. It is also important to steer clear of unhelpful language like “lazy,” or “disorganised,” and encourage solution-oriented discussions that allow for optimised potential.

For individuals with autism, predictability and clarity are key. Clear communication, minimal sensory distractions, and managers who say what they mean, instead of hinting at things, can transform their experience.

Individuals with dyslexia may benefit from tools like text-to-speech software or dyslexia-friendly fonts such as OpenDyslexic, while for those with OCD, setting clear expectations and modelling that mistakes are not disasters helps loosen the grip of compulsive checking.

The truth is, most of these adjustments cost nothing except awareness, empathy, and kindness. It’s also worth noting that, whilst I make these suggestions, everyone will have a different experience of their disability or neurodiversity so it is always best to ask them what they need to be at their best.

How can Avenir help?

At Avenir, our Inclusive Leadership Programme equips leaders with the tools they need to foster truly inclusive workplaces.

My book, Beyond Discomfort: Why Inclusive Leadership is So Hard (and What You Can Do About It), is also an invaluable resource for learning how to harness discomfort as a catalyst for positive change and greater returns. You can grab a copy here, including an audiobook version for listening on the go.

You can also listen to more episodes of Why Care? here.