How to Make Workplaces More Inclusive For People with Invisible Disabilities

Research shows that employers lack awareness about the needs of people with invisible disabilities and are often ill prepared to provide the necessary support and accommodations. But new managers have the opportunity to change that. Here's what they can do. Don't generalize disabilities. Making assumptions about someone's abilities can cloud your judgment, as a manager, and result in unconscious bias or microaggressions. Spend time understanding what symptoms show up for your team members and when, how those symptoms impact their work, and what you can do to support them. Figure out how to help your team member succeed in their role. Make it a habit to check in with your people one-on-one. Ask: "How have you been doing this quarter? I want to make sure you have all the resources you need to be successful at work. Can you tell me what support or accommodations you might need?" Advocate for inclusive practices. Share your ideas and suggestions with your boss or the leadership team. As a manager, you have the positional power to impact change. Avoid centering office events around food. When planning parties, include someone with food intolerances in the organizing group so you create a more inclusive menu. You can also get creative and recommend a potluck where everyone has the opportunity to share their culture and learn about each other. Establish an inclusive community. Build spaces such as a dedicated Slack channel, regular coffee chats with the team for open-ended discussions, as well as formal ERGs (as mentioned above) where people with disabilities can interact with others going through similar experiences.