As a community, we are committed to creating, embracing, and preserving a diverse workplace that values the unique talents, perspectives, backgrounds, and abilities that enrich our organisation. A place where everyone matters and feels included.
Disability is defined as the consequence of an impairment that may be physical, cognitive, mental, sensory, emotional, developmental, social, or some combination of these. A disability may be present from birth or occur during a person’s lifetime and usually involves making some accommodations – like using an assistance device, prosthesis, medication, or therapy – to enable the person to function effectively in their various roles.
Disabilities can be visible or invisible, and often, we are not even aware that someone has a challenge unless they tell us.
Here are some examples:
| Visible Disability | Invisible Disability |
| These are disabilities that are readily apparent or observable to others. They manifest as physical, sensory, or cognitive impairments that are clearly visible. | These are disabilities that are not immediately obvious or apparent to others – e.g. mental health. They are not typically seen, especially if they are well managed, and people have learnt how to adapt and cope with the condition. |
| Examples: | Examples: |
| Visual impairment (e.g. blindness) | Personality Disorders (PD) |
| Auditory impairment (e.g. deafness) | Autism |
| Skin conditions (e.g. psoriasis or eczema) | Attention Deficit Disorder (ADD) |
| Down Syndrome (DS) | Attention Deficit Hyperactivity Disorder (ADHD) |
| Speech impediments (e.g. stammering/fluency or word-finding difficulties) | Anxiety Disorder |
| Fetal Alcohol Syndrome (FAS) | Bipolar Depression |
| Tourette Syndrome (TS) | Dyslexia |
| Amputations | Epilepsy |
| Paraplegia | Depression |
| Cerebral Palsy (CP) | Obsessive Compulsive Disorder (OCD) |
| Muscular Dystrophy (MD) | Asperger’s Syndrome |
| Multiple Sclerosis (MS) | Auto-immune Diseases (e.g. Lupus or Fibromyalgia) |
| Post Traumatic Stress Disorder (PTSD) | |
| Other Chronic Illnesses, like: | |
| Asthma | |
| Chronic Obstructive Pulmonary Disease (COPD | |
| Heart Disease | |
| Diabetes | |
| Chronic Kidney Disease |
Here are a few tips to consider when interacting with persons with disabilities in the workplace – they have the same right to feel included and be treated with dignity and kindness.
There are no set rules when it comes to interacting with people with disabilities. What might be perfectly acceptable in one case, such as assisting someone who is blind, might be offensive in another situation. However, you can’t go wrong by observing the following tips.
See the Person, Not the Disability: Recognise that persons with disabilities are more than their disabilities. Avoid reducing their identity to being a “disabled person”. When interacting with persons with disabilities, focus on what you have in common that doesn’t revolve around their disability. Get to know them by focusing on topics such as family and hobbies, just as you would with any other person you meet. Don’t demean the person by feeling sorry for him/her and don’t automatically assume what the person can or can’t do. Don’t comment on how someone “looks” disabled, and avoid assuming that all people with visible disabilities are the same.
Respect Lived Experiences: Don’t undermine or dismiss the experiences of people. Avoid making condescending or hurtful comments, such as suggesting that someone is “pretending” to have a disability or minimising their daily struggles. Instead, strive to understand and acknowledge their unique experiences without making comparisons or generalisations.
Supporting colleagues with a disability in the workplace: Plan events and meetings at locations that are accessible to employees with disabilities, and if you work closely with someone with a disability, ask them how you can make their life easier at work.
Be sensitive when it comes to matters of mental health. “People are usually reluctant to disclose that they are struggling with a mental health issue because of the stigma,” says Deborah Dagit, Vice President and Chief Diversity Officer at Merck. “When it comes to working with colleagues who have mental illnesses, understanding what specific challenge your colleague is dealing with maybe half the battle of successful communication”.
Communicating: Always speak directly to the person in your normal tone. If someone has difficulty speaking, don’t assume that you’re helping by finishing his or her sentences. The person with a disability will repeat what he or she is saying if it’s not clear at first. If the communication remains unclear, ask the person to write his or her thoughts down or suggest another way to communicate. Engage with empathy and understanding when they share vulnerability or struggles and do not say insensitive things like “You are lucky. It could have been worse”.
When discussing a popular sports event, don’t feel bad about saying that you “watched” the game around a person with limited vision. People with limited sight have other ways to “watch” a game. However, always announce yourself when entering or leaving a room where a blind person is and say “goodbye” at the end of a conversation.
If a hard-of-hearing colleague reads lips, be careful not to block your face or turn your head away while talking.
Being Helpful: Although people with disabilities perform many tasks well, especially with today’s technology, they do need help sometimes. Always first ask if they want help, then ask how he or she can be assisted. Be careful not to touch a person’s wheelchair or a blind person’s dog without first asking if you may do so – just like you or me, they have a right to personal space.
We are inspired by the resilience and resourcefulness of many people who overcome obstacles daily. Regardless, in the workplace, it’s important to build relationships with colleagues with visible and invisible disabilities and strive to provide a supportive work environment.
There is no shame in disability. If you would like to know more about a particular diagnosis or personal challenge or how to support a friend, colleague, or family member who is living with a disability, connect with a counsellor at LifeAssist. You can engage on the phone, online, or face-to-face, which is completely confidential.