Imagine entering your workplace and navigating a high-pressure meeting while grappling with sensory overload, fluctuating energy levels or the aftermath of a sleepless night due to past trauma. These experiences are the reality for many individuals with invisible disabilities, such as psychosocial and neurodivergent conditions. Despite the challenges, these individuals often bring unique strengths and perspectives to their work, but whether they can thrive largely depends on the workplace culture.

My invisible disabilities are my superpowers when supported, included and accommodated in the workplace. As a disability rights advocate, social worker, researcher and person living with Bipolar Disorder (BD), Attention Deficit Hyperactivity Disorder (ADHD) and Post-Traumatic Stress Disorder (PTSD), I have navigated the challenges of invisible disabilities while managing complex projects, leading advocacy initiatives and contributing to systemic change on an international scale such as the World Health Organisation, Lancet Commission on Lived Experience in Mental Health Research, and am currently undertaking my PhD. By harnessing my creativity, emotional intelligence and resilience—gifts and superpowers shaped by my lived experiences—I have developed innovative solutions, fostered collaboration and championed inclusive practices that create meaningful impact.

The Reality of Invisible Disabilities

Invisible disabilities encompass diverse human experiences that are not immediately apparent but profoundly impact daily life and work. For instance, bipolar disorder is characterized by emotional fluctuations over days, weeks, or months, influencing energy and focus. During hypomanic phases, I’ve experienced bursts of creativity and innovation, allowing me to tackle complex projects with unique insights and efficiency. However, these phases can also bring challenges if unchecked, such as overcommitting or struggling with follow-through. Depressive episodes, on the other hand, require me to adjust my workload and lean into systems of support to manage fatigue and reduced motivation effectively.

ADHD brings creativity and dynamic thinking but can also lead to sensory overwhelm, challenges in task prioritization, and difficulty managing distractions. For example, when faced with rigid work structures, I’ve found that breaking tasks into smaller, manageable pieces and using tools like timers or checklists significantly improves my focus. Hyperfocus, a hallmark of ADHD, allows me to immerse deeply in tasks I’m passionate about, producing innovative outcomes, particularly in research and advocacy projects.

PTSD manifests in unique ways, such as hypervigilance, which can make high-pressure or conflict-heavy environments triggering. I’ve learned to mitigate this by advocating for trauma-informed practices, such as clear communication and creating predictable workflows. These measures not only support my well-being but also enhance the psychological safety of teams, fostering collaboration and trust.

Creating an Inclusive Workplace Culture

Workplace culture plays a pivotal role in determining whether individuals with invisible disabilities can thrive. Inclusive environments that prioritize flexibility, open communication, and understanding not only support employees but also create a foundation for organizational success by embracing diversity and inclusion.

Flexibility has been crucial for my success. Reasonable adjustments, such as flexible deadlines and remote work options, have allowed me to manage fluctuating energy levels and focus effectively. 

Equally important is fostering a culture of open communication. Feeling safe to disclose my disabilities without fear of stigma has been transformative. Simple adjustments, such as providing quiet spaces for sensory overload or recognizing the need for mental health days, have significantly improved my well-being and performance. Inclusive workplaces understand that success looks different for everyone and focus on outcomes rather than rigid processes, valuing diverse approaches to achieving goals.

On the other hand, unsupportive workplace cultures can exacerbate challenges. Rigid productivity standards or a lack of awareness about mental health can lead to misunderstandings and missed opportunities. For example, the episodic nature of bipolar disorder may be misinterpreted as inconsistency, and the inability to meet tight deadlines could be seen as inefficiency rather than a need for accommodations. A culture that stigmatizes or ignores invisible disabilities often discourages disclosure, leaving employees to manage their struggles in silence and increasing the risk of burnout and disengagement.

Harnessing the Strengths and Innovation of Invisible Disabilities

Supportive workplaces do more than accommodate; they celebrate the strengths that individuals with invisible disabilities bring. Lived experience of disability can also be a strength, gift and even a superpower when harnessed by the right working conditions and supportive colleagues, managers, and leaders.

Representation is another critical factor. When individuals with invisible disabilities are included across all levels of an organization, their lived experiences inform policies and practices, bridging the gap between intent and action. Seeing my experiences reflected and valued in the workplace has fostered a sense of community and belonging, motivating me to contribute even more meaningfully.

My internship supervisor Nicole Eggers-Westermann, Chief of Human Resources at ESCAP, further shared her thoughts on this: “At the United Nations Economic and Social Commission for Asia and the Pacific, we want to foster a workplace that offers equal opportunities to all. This is not only a question of morals and ethics but also one of strategic prioritization. Research shows that 88 per cent of employees with invisible disabilities choose not to disclose due to fear of stigma and discrimination. We are committed to changing that by building a culture rooted in psychological safety, where all personnel feel empowered to contribute.” 

Walking the Talk Toward Disability Inclusion for All

Building an inclusive workplace culture requires deliberate effort. Training programs for managers and staff can raise awareness about invisible disabilities and dismantle stigma. Trauma-informed practices, such as clear communication and flexible approaches to problem-solving, ensure that employees feel supported and valued. Celebrating diverse strengths, rather than focusing on limitations, empowers individuals and teams to succeed collectively.

Ultimately, creating a culture that prioritizes inclusivity and understanding doesn’t just benefit employees with invisible disabilities—it strengthens the organization as a whole. For individuals navigating bipolar disorder, ADHD or PTSD, such a culture is essential for balancing challenges with strengths, fostering purpose, and contributing meaningfully to their work.

“While invisible disabilities, such as psychosocial and neurodivergent conditions, can significantly impact daily work, simple accommodations like quiet spaces, noise-cancelling headphones, flexibility in working hours, telecommuting and access to an in-house counsellor can make a profound difference. But beyond such adjustments, first and foremost, it is about information sharing and awareness raising to dismantle stigma and enable an environment where disclosure is met with support and understanding,” shares Nicole. 

She adds, “By embracing the unique strengths that personnel with invisible disabilities bring to the workplace—resilience, creativity, and fresh perspectives— we hope to not only enhance our personnel’s well-being but also team performance and overall organizational success. Inclusivity isn’t just a policy; it’s a pathway to unlocking the full potential of our workforce.”

Invisible disabilities remind us that everyone’s journey is unique. By embracing these differences and prioritizing inclusivity, workplaces can unlock the full potential of all employees, creating an environment where diversity truly becomes a strength.