But you had to be in constant pain, on a good day a nagging pain like a toothache , on a bad day a searing pain that cripples you in agony,would you take the money? Would a new car and four holidays in the sun a year make up for never having a pain free day, never having a good nights sleep, having days when even the strongest painkillers have no effect and all you can do is go to bed pray for it to pass? What about £2million? So why are people so unsympathetic, so cynical about people who have a hidden disability?
HR departments are increasingly dealing with cases of employees suffering from long Covid which many health service professionals are viewing as a disability. This has raised the profile of how organisations respond to employees with hidden disabilities. The main issues identified by a recent NHS staff survey were an ignorance about the type of disabilities that were not apparent or obvious to others resulting in a lack of sympathy and support and increased incidents of harassment and bullying. Disabled employees with medical conditions that fluctuate meaning mobility problems and episodes of sever pain can cause the individual to appear normal and health on good days whilst on bad days they can barely get out of bed never mind walk, drive a car or even make something to eat.
Colleagues see the good days and mistakenly think the bad days are exaggerated or even an excuse for skiving. “ She was walking around the shopping centre at the weekend doing her Christmas shopping and she rings in Monday morning saying she’s had a flare up and is in too much discomfort to work! “ See that new car in the car park, bought with his mobility allowance because he can hardly walk. Didn’t stop him dancing at the office Christmas party!”
Organisations need to create a safe environment where people feel able to share the implications of their disabilities which may not be obvious to colleagues. Training needs to be provided for everyone on hidden disabilities to increase awareness and understanding. Line managers need guidance and support in interpreting what,”reasonable adjustments” means with regards to employees with hidden disabilities. And we all need to show more compassion to our colleagues and be less judgmental.
Blair Mcpherson author of An Elephant in the Room- an equality and diversity training material www.blairmcpherson.co.uk
