Hidden Disabilities at Work Awareness and Information Booklet Introduction Not all disabilities are visible. Hidden disabilities, sometimes called non-visible or invisible disabilities, can affect how a person works, communicates, processes information, manages energy, or experiences the workplace, even when there are no obvious outward signs. At Airedale NHS Foundation Trust, raising awareness of hidden disabilities supports our commitment to inclusion, wellbeing, and helping colleagues bring their whole selves to work. It also helps create a culture where staff feel safe to ask for support, managers respond appropriately, and colleagues understand that different people may need different adjustments to thrive at work. Key Facts • Many disabilities are hidden, and hidden disabilities may include physical, mental health, neurological, sensory, developmental, or long- term health conditions. • The Equality Act 2010 protects disabled staff from discrimination and requires employers to make reasonable adjustments where needed. • Airedale NHS Foundation Trust is committed to building an equitable and inclusive workplace where colleagues can bring their whole selves to work. • At Airedale, disability inclusion is supported through the Workforce Disability Equality Standard, the Enable Network, the Reasonable Adjustments Guide and Toolkit, wellbeing conversations, and the Enable Passport.
Examples of Hidden Disabilities Hidden disabilities vary widely and every person’s experience is different. Remember, some conditions fluctuate, meaning a person’s support needs can change over time. How Hidden Disabilities Can Affect Work • Fatigue, pain, or fluctuating symptoms that affect stamina and attendance. • Difficulties with concentration, memory, reading, processing information, or organisation. • Sensory overload from noise, lighting, busy environments, or multiple demands. • Anxiety about disclosing a condition because of stigma or fear of being judged. • Challenges with communication, social interaction, or unfamiliar changes in routine. • Need for flexibility for appointments, treatment, recovery, or symptom management.
Supporting Staff with Hidden Disabilities Support should be individual, practical, and based on conversation rather than assumptions. Small changes can make a significant difference. Useful approaches may include: • flexible working arrangements where possible • clear written instructions • quieter workspaces • adjusted lighting • assistive technology • extra time for tasks or training • regular wellbeing check-ins • agreed changes to duties or schedules Confidentiality should be respected, and staff should be involved in deciding what support works best for them. Reasonable Adjustments Reasonable adjustments are changes that remove or reduce workplace disadvantage for a member of staff with a disability. Adjustments should be tailored to the individual and regularly reviewed.
Examples of reasonable adjustments include:
Access to Work Access to Work is a self-referral process. Find out about eligibility and start the application process here - https://www.gov.uk/access-to-work
The Sunflower Lanyard / ID Holder • How can wearing the sunflower lanyard/ID holder benefit you? You may find that people around you may ask what they can do to assist you, or you can use your Hidden Disabilities Sunflower to tell people who are aware of the Sunflower about the additional help you may need. Wearing the sunflower simply indicates that you may need additional support, help or a little more time. • Where can I get the sunflower lanyard / ID holder from at work? You can get the sunflower lanyard / ID holder from ….. The Enable Passport At Airedale we promote the use of the Enable Passport to record adjustments, restrictions, adaptations, and flexibilities so these can be reviewed and carried with the colleague if roles or managers change. The Enable Passport can help record agreed adjustments and support in one place.
Guidance for Managers •Create a safe environment where staff can talk about barriers without fear. •Listen carefully, avoid assumptions, and focus on what support is needed. •Use the Trust’s Reasonable Adjustments Guide and Toolkit and review support regularly. •Encourage use of the Enable Passport so agreed support is recorded clearly. •Seek advice from the Health and Wellbeing Team, People Partnering Team, staff networks, or policy guidance where needed. •Remember that good support improves wellbeing, retention, performance, and inclusion.
How Colleagues Can Help • Do not judge someone’s needs by appearance. • Respect privacy and do not ask intrusive questions. • Be patient and flexible where possible. • Use clear communication and check understanding when needed. • Challenge stigma, stereotypes, bullying, or dismissive comments. • Help create a team culture where asking for support is normal. Updating your disability status on ESR Updating your disability information on ESR can help the Trust better understand and improve support for colleagues. To update your disability status – [add process]
Myths and Facts • Myth: If I cannot see a disability, it is not real. • Fact: Many disabilities are not visible but still have a substantial impact. • Myth: Adjustments are always expensive. • Fact: Many effective adjustments are simple and low cost. • Myth: Disclosure gives employers all the information they need and I may be disadvantaged. • Fact: The most helpful approach is an ongoing conversation about barriers and support. • Myth: Supporting one person is unfair to others. • Fact: Adjustments help remove disadvantage and enable fairness. Where to Get Support At Airedale, lots of support is available to you through your line manager, the Health and Wellbeing Team, the People Partnering Team, Staff Side or your trade union representative, Chaplaincy Team and the Enable Network. Colleagues can also use wellbeing conversations to discuss barriers, support needs, and adjustments. Your employee assistance programme through Vivup also has a wealth of information and support including in the moment support and counselling. You can contact them free by phone – 0800 023 9324 – or via their website www.vivup.co.uk – once logged on go to ‘Health and Wellbeing’.
Final Message At Airedale, awareness of hidden disabilities is everyone’s responsibility. By listening, responding with compassion, and making practical adjustments, we can help colleagues feel valued, included, and able to give their best at work. An inclusive workplace is better for our people, our teams, and the patients and communities we serve.