Take our Ambition Test

Find a career counselor near me

Job seekers hide disability fearing discrimination.

Prospective employees are more likely to disclose disability at the interview stage.

Disabilities may be discounted in people who look young and healthy.

People living with invisible disabilities may desire to keep them hidden, to avoid being treated differently. The desire to keep quiet may stem from social desirability bias, wanting to make a good impression by avoiding revelations that could spark stereotypes or stigma. At the same time, everyone wants to be comfortable, at work, school, or socially, and failure to reveal a hidden disability deprives people of the opportunity to receive necessary accommodations. From quiet space to frequent breaks, comfortable surroundings and flexibility can accommodate a wide variety of invisible disabilities, when people are willing to disclose. Unfortunately, workplace studies show that many are not.

Workplace Reluctance to Disclose Disability

In 2023, Forbes ran an article referencing a study conducted by Evenbreak, which surveyed over 3,000 disabled people with the market research company, YouGov, investigating the willingness to disclose disability when seeking a new job.[i] Results revealed a significant number of individuals with a disability seeking employment were unwilling to disclose their challenges due to fear of discrimination. Recognizing such challenges as still very much “taboo,” many feared discrimination by prospective employers, although some survey respondents indicated they would feel more comfortable disclosing at the interview stage, versus the application stage. The article points out one of the obvious potential drawbacks of disclosing a hidden disability too close to the employment start date, or even once the employee has begun working: the lack of receiving accommodations to assist them in performing their job effectively.

Other research performed by Samsung UK found similar results in the workplace, with few employees willing to discuss their disability at work for fear of stalling career progression or the likelihood of promotion.[ii] Silence in the workplace was also driven by stigma. The study found that although a significant percentage of the UK population had some type of disability, a majority of them sought to avoid discussion of the topic with their colleagues to avoid awkwardness or embarrassment.

Public education in professional settings reminds employees that coworkers may experience workplace challenges that are invisible, highlighting the value of providing accommodations. Yet research corroborates the pervasive reality of disability-related disparate treatment and discrimination.

Sensing Stigma and Discrimination

Rhoda Olkin et al. (2019) studied the experiences of microaggressions against women with disabilities.[iii] They define microaggressions as one type of discrimination, defined as “verbal, behavioral, or environmental events,” or “educational, financial, political, and policy systems that convey hostile, negative, or derogatory insults toward persons of marginalized status, directly due to that status.”

Studying 30 women with either a visible or hidden disability, Olkin et al. found evidence of a wide variety of microaggressions, including two additional ones beyond the usual list: symptoms not believed by medical professionals, which delays diagnosis, and disability discounted by other people based on a woman’s appearance when she appears healthy or young.

Regarding the difference between living with visible versus hidden disabilities, Olkin et al. found that women with hidden disabilities were more likely to experience perceived denial, leading to being challenged when taking advantage of accommodations like reserved seats on public transportation, handicapped parking spots, or accommodations in the workplace. They explain that because public signage displays symbols of visible disabilities, such as Braille or a wheelchair, hidden disabilities may be less understood.

Take our Ambition Test

Find a career counselor near me

Living With Invisible Disability Shouldn’t Mean Suffering in Silence

People living with invisible disabilities exemplify the warning that we shouldn’t judge a book by its cover. Understanding that an outwardly positive, professional appearance can mask inner pain and frustration helps others perceive the broad spectrum of physical and mental challenges, which will promote a workplace culture of inclusivity and acceptance.

[i] https://www.forbes.com/sites/gusalexiou/2023/01/29/shockingly-low-percentage-of-job-seekers-willing-to-disclose-disability-survey-shows/#

[ii] https://news.samsung.com/uk/new-research-reveals-nearly-half-of-the-nation-arent-comfortable-talking-about-disabilities-in-the-workplace.

[iii] Olkin, Rhoda, H’Sien Hayward, Melody Schaff Abbene, and Goldie VanHeel. “The Experiences of Microaggressions against Women with Visible and Invisible Disabilities.” Journal of Social Issues 75, no. 3 (2019): 757–85.

There was a problem adding your email address. Please try again.

By submitting your information you agree to the Psychology Today Terms & Conditions and Privacy Policy

© Psychology Today