The number of people in the workplace with disabilities, including hidden disabilities, has been rapidly increasing since the early 1990s. Hidden disabilities, for the purpose of this guide, include cognitive, chronic health, and psychological disabilities. Explanations for the recent increase of hidden disabilities in the workplace are many. First, advances in knowledge and assessment practices in the cognitive, medical, and psychological sciences have resulted in more diagnoses of hidden disabilities. In addition, due to increased awareness and acceptance of hidden disabilities, people who have struggled with cognitive tasks, chronic health problems, or psychological disorders all of their lives are being formally diagnosed with a disability. Most importantly, however, the establishment of the American’s with Disabilities Act (ADA) in 1990, which includes laws that prevent discrimination in the workplace on the basis of a disability, has contributed markedly to the number of employees who are willing to disclose their disabilities to employers.
Due to this recent trend, it is now more important than ever for employers to be knowledgeable about all types of disabilities and their responsibilities under the law. Employers likely have current employees with hidden disabilities who simply have not yet disclosed, and need to be prepared when/if they do. Further, recruiters may encounter someone in the hiring process with a disability and will need to know how to determine which interview questions and practices are legal. Employers also need to know that they are required by law to provide reasonable accommodations for employees with hidden disabilities, just as they would for employees with obvious disabilities, so that these individuals may fulfill their job functions. Therefore, in order to adhere to the guidelines established by the ADA and avoid legal problems, all employers must have a working knowledge of these laws.
In addition to knowing the law, it is important to know the facts about hidden disabilities and how they impact people in the workplace. Employers often believe that people with hidden disabilities, such as learning disabilities or psychological problems, will not be able to fulfill their job responsibilities effectively. This is a grave misconception. Employees with disabilities can perform their tasks just as well as anyone when provided with reasonable accommodations. In fact, employees with hidden disabilities often work harder, or are more motivated, than non-disabled employees in an effort to compensate for their disability. Always working to overcome their limitations, people with disabilities naturally possess many desirable qualities including tenacity and perseverance. They are also instinctively creative, since they often have to think of new ways to better navigate their world, or alternate ways of accomplishing a task. People with hidden disabilities truly distinguish themselves in the workplace with their distinctive styles of thinking and unique perspectives. Many highly successful, well-respected people, including Charles Schwab, Nelson Rockefeller, Walt Disney, Tom Cruise, and possibly even Albert Einstein, have overcome their hidden disabilities and made significant contributions to the world (ERIC, 1999).
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