Hidden Disabilities in the Workplace

By Marcia Lang Psy.D. MSW

Although hidden or non-obvious disabilities can't be seen, they make up the majority of the disabilities encountered in the workplace. Unaddressed hidden disabilities can have profound impacts on the work environment and on productivity. What are these hidden disabilities? How do you accommodate a disability that cannot be seen? Hidden Disa

• Language: English
• Publisher: Palmetto Publishing
• Release date: Nov 12, 2021
• ISBN: 9781685153229

Marcia Lang Psy.D. MSW

Marcia "Marcie" Lang holds a doctoral degree in addiction psychology as well as a master's degree in social work. Possessing a number of licenses and certifications, including a Licensed Clinical Social Worker, Master Addiction Counselor, and Certified Employee Assistance Professional, her clinical mental health expertise has led to a deeper understanding of people and hidden disabilities. The ability to empower people to reach their fullest potential has been the passion that energizes Marcie in this chosen profession. Marcie can be reached at [e-mail]

Book preview

CHAPTER ONE

The Interactive

Process

T

he art of providing useful and effective accommodations is accomplished through the interactive process. This process starts with one simple question: How can I help you?

As soon as the employee mentions a health-­­related issue or asks for help with something related to their work, the interactive process can begin. The request for an accommodation starts with this subtle (or possibly not-­­so-­­subtle) statement from the employee. It is the employer's responsibility to follow up on these statements from the employee. The easiest way to engage in the interactive process is simply ask how you can help. Engage in conversation with the employee about what options are available to address the challenges they are facing in the workplace. The workplace accommodations office can get medical information about the employee's disabilities, so the medical provider becomes a partner in the interactive process. The supervisor's input on the mission of the office or business also results in the supervisor's participation in the interactive process. However, it is important that the supervisor does not receive the medical information regarding the employee, as this may violate the privacy of the employee. The workplace accommodations office coordinates the interactive process, orchestrating the steps involved, so the needs of the employee, the office, and the business are all