important point
- One in four professionals have at least one disability, including invisible disabilities such as chronic illness or mental illness, but two are willing to disclose to managers because of stigma or discrimination. Hard to find.
- The United Nations Convention on the Rights of Persons with Disabilities (CRPD) was adopted in 2008 and aims to protect the rights of individuals with disabilities and promote their participation in society. Nigeria also enacted the Disability Discrimination (Prohibition) Act 2018.
- Employers can support individuals with invisible disabilities by seeking to understand disability, adjusting workplaces to accommodate individual needs, and creating a culture of recognition and understanding among colleagues. .
This article has been condensed for brevity and clarity. Watch this video for a healthier experience.
Living and Working with Invisible Obstacles
In 2007, Dolapo Agbede received a diagnosis that changed her life.
Engineering has always been Dolapo’s specialty, so those familiar with Dolapo know how Dolapo was involved in Nigeria’s early mobile communications and Internet penetration. She worked with a multinational original equipment manufacturer (OEM) and traveled to several locations to install communications infrastructure.
By 2025, Drapo will have worked professionally for 20 years. She started as a core technical specialist before leading the team. Along the way, she has played roles requiring transformational and compliance leadership. She is now a Diversity Equity & Inclusion (DEI) expert.
“On August 10, 2007, I was diagnosed with glaucoma. I came to a place where I used to live legally blind. ‘ begins Drapo.
Invisible disorders, also called hidden disorders, are physical, mental, or neurological conditions that are not readily apparent to others. These disorders range from chronic conditions such as hypertension and diabetes to mental health conditions such as ADHD, autism, dyscalculia, epilepsy, sleep disorders, substance abuse, depression, PTSD and anxiety disorders. Invisible impairments can limit a patient’s major life activities to varying degrees.
It took tech journalist Victoria Fakiya more than 20 years before she was diagnosed with autism. She had struggled with her reading and comprehension since her childhood. And her exposure to the corporate world made her condition even more apparent.
“I started working and what they wanted me to do was read and write. I was told, “You can do it.” Don’t be lazy.I didn’t spend up to 2 months before saying I wasn’t doing it [it] Also. He didn’t understand at all. I didn’t know what it was at that point, so I don’t blame him. ”
Fortunately, Victoria’s current job, which has been with her for over a year, provides room for her condition and helps her maintain a high level of productivity. Interestingly, she recently received a proper diagnosis, a process that involved employees from start to finish.
Drapo, on the other hand, had it easy.
After she disclosed her diagnosis, she expected someone to temporarily take over her responsibilities while she coped. Unable to understand why she wanted to leave, he insisted on supporting her instead.
Recognizing and Understanding Invisible Obstacles
Invisible disability evolved from the expression “shell shock”, which dates back to the 20th century and was used in England and America to address the challenges of men returning from World War I. Soldiers today can be said to suffer from post-traumatic stress disorder (PTSD).
One in four professionals have at least one disability, but stigma and a lack of awareness and understanding make it difficult to find two willing to disclose their condition to their managers .
Muyiwa Matuluko, co-founder and CEO of Techpoint Africa, is no stranger to working with people with invisible disabilities. Over the years managing people, he has been a strong advocate for a great work culture that accommodates everyone. We can all agree that people living with a disability need to feel safe before revealing their challenges, as invisible disabilities can be easily overlooked.
“In order to effectively deal with disability, it is important to first understand it. This may include seeking professional opinion and diagnosis. and consider how the workplace can be adapted to accommodate individual needs. It is also important to create a recognizable work culture,” explains Muyiwa.
Chris Abojie, consultant clinical psychologist and employee assistance expert, discusses the difficulties individuals with invisible disabilities face regarding acceptance and disclosure.
“As people, we are designed and socialized to fear what we do not understand. The first time they realize this, they have a hard time accepting.In fact, many of them go through grief, shock, denial, anger, grief, and negotiation. It is not always common for them to attempt to disclose while going through the experience. Those who do eventually need to become accepted before they can disclose.”
Drapo also emphasizes the importance of safe and supportive work environments so that individuals with invisible disabilities feel comfortable disclosing their challenges.
Help people with invisible disabilities
Over 1 billion people worldwide live with a disability. On December 13, 2006, the United Nations published a provision to change attitudes and approaches towards persons with disabilities.
The United Nations Convention on the Rights of Persons with Disabilities (CRPD), which came into force on May 1, 2008, gave persons with disabilities a sense of belonging in society. Nigeria is also in the process of enacting the Disability Discrimination (Prohibition) Act 2018 (DAPD).
Laws are meant to regulate what individuals can and cannot do in society. But what do lawyers and other stakeholders think about how most people ignore the rights of others living with disabilities?
Company law enthusiast and human rights activist Esther Aforarami has an opinion on this.
“In general, all human rights and all human rights related laws apply to people living with disabilities because they are human beings. Many people do not know their rights. Even those who do have little or nothing they can do to enforce their rights, which are protected in books but unfortunately not in practice.”
For example, the Disability Discrimination (Prohibition) Act 2018 clearly provides penalties for discrimination against persons with disabilities. This raises further enforcement concerns.
Although Esther suggests that disability can be understood more accurately by viewing it as a function of social barriers rather than as an individual defect, Victoria suggests that a greater awareness and understanding of neurological disorders, It advocates that patients seek professional help in developing coping mechanisms and strategies. To help them navigate the challenges of living with a disability.
It is important to note that without money, it becomes particularly difficult for people affected by such socially important problems to receive adequate treatment.
Chris argues this issue.
“There are many barriers when it comes to services in this part of the world and one of them is insight. is the presence of professionals: in Nigeria, for example, there are fewer than 250 consulting psychiatrists and fewer than 400 licensed clinical psychologists.
“If you compare that number to the population, you will see that it is a very small number. It’s expensive, it costs a lot to start practicing, but there’s little to no investment in this profession.”
The proliferation of the Internet has been a major driving force for those seeking to create safe spaces for people with disabilities to thrive. Diversity and inclusion professionals also support people with disabilities and relevant stakeholders aboard the information access that accompanies this infiltration.
That’s one thing Dolapo does with her organization, WIllWay Paradigm. Chris also provides support by suggesting strategies for coping and success within the organization. This includes educating key managers on employee needs, encouraging open communication between employees and employers, and possibly developing employee exit plans.
Invisible disabilities can be difficult for individuals to navigate successfully in the workplace, but increased awareness and understanding can help individuals with these disabilities succeed in their careers.
Muyiwa emphasizes that companies need to properly define key indicators of productivity and provide consideration for employees with invisible disabilities.
“It doesn’t matter which route a person takes when productivity can be easily measured. As long as you get . That is the most important thing.”
Dolapo argues that individuals should advocate for themselves and seek the support they need.
For those who have experienced both sides of the coin, Victoria pleads with her employees: They too are human and capable of functioning. You need to know their condition and provide suitable accommodation. ”
