By Colleen Torell, VP & Senior Career Management Consultant, Keystone Partners 

Learn workplace disability accommodation strategies for mental health disabilities at work. Reduce disability stigma and support invisible disabilities through inclusive practices.

In my 14 years as a career management consultant with Keystone Partners, and through my prior roles in recruiting and professional development, I’ve had countless conversations with professionals navigating workplace challenges related to invisible disabilities. What strikes me most is how often high-performing employees struggle in silence, uncertain whether their workplace will support them if they ask for help. 

This October marks the nation’s 80th observation of National Disability Employment Awareness Month (NDEAM). While originally created as an opportunity to spotlight the workplace contributions made by those with physical disabilities, NDEAM grew to encompass recognition of workers with disabilities of all types, visible and unobservable, a population representing approximately 7% of all workers. 

The business case for supporting employees with disabilities is compelling. According to the Department of Labor (DOL), companies leading the way in disability employment enjoyed an average of 60% higher revenue, 260% more net income and 200% higher economic profit margins than their peers. Yet despite these impressive returns, many organizations still struggle to create environments where employees feel safe disclosing invisible disabilities—particularly mental health conditions. 

People of all abilities bring broad richness to our experiences at work. Based on the DOL’s objective measures of success that companies valuing a diverse workplace can attain, how can we focus efforts to make more of our workplaces environments that feel welcoming and supportive to all? While an organization’s policies, practices and values should meet every employee where they need to be met, one of the most complex responsibilities companies have is to create environments that meet individuals’ needs even if they never ask for them through formal accommodation requests. 

The Most Common Workplace Disability You Can’t See 

The most common type of disability in the workplace is imperceptible on its surface and, therefore, may remain undisclosed. According to a Mercer study, 50% of the disabilities that employees report relate to their mental health. Harvard Business Review reports that at least 10% of people in the U.S. have medical conditions typically defined as an invisible disability and the vast majority of those employees avoid disclosing based on concern about potential negative consequences due to stigma or discrimination. 

Understanding invisible disabilities in the workplace is critical for HR leaders and organizational decision-makers. Mental health disabilities at work—including anxiety, depression, PTSD, and other conditions—affect millions of employees who may never formally request workplace disability accommodation strategies. This creates a unique challenge: how do we support employees when we may not even know they need support? 

What Can We Do as Individuals and Colleagues? 

The most important role we can play is to help reduce the stigma associated with many conditions that fall under the umbrella of disability. 

Raise Awareness of Resources Your Organization Already Has in Place 

Many organizations have robust wellness initiatives, Employee Assistance Programs, and health insurance programming that support the whole employee. Shine a light on all of the resources you and your colleagues have access to and revisit them repeatedly since many of us don’t know when the need or urge for support will surface and may not remember where to turn for self-help. Keep resources visible. 

Likewise, encourage leaders at all levels to reinforce policies created to flex to individual employees’ needs whether related to time off, flexibility in hybrid, remote or asynchronous work, and sharing responsibilities. Effective workplace disability accommodation strategies don’t always require formal requests—they’re built into a culture of flexibility and support. 

Consider Becoming a Mental Health First Aider 

The National Council for Mental Wellbeing offers a Mental Health First Aid (MHFA) certification to build healthy conversation around and reduce stigma related to mental health and substance use. Similar to its medical first aid cousin, the goal of MHFA is to help non-clinical individuals elevate “mental health literacy, helping the public identify, understand and respond to signs of mental illness” until those in distress can connect with professionals trained to help. 

MHFA certification can be tailored to individual first aiders and to people in a workplace environment. By building a network of certified Mental Health First Aiders across your organization, you create a safety net for colleagues who may be struggling with mental health disabilities at work.  

The certification provides practical tools for: 

• Recognizing early warning signs of mental health challenges 

• Approaching someone who may be struggling 

• Providing initial support and comfort 

• Guiding someone toward appropriate professional help 

• Reducing disability stigma in the workplace through educated, compassionate responses 

Organizations that invest in MHFA training demonstrate a commitment to supporting invisible disabilities in the workplace and create an environment where employees feel safer disclosing their needs. 

Creating Truly Inclusive Workplaces 

Reducing disability stigma in the workplace starts with each of us. Whether you’re an HR leader developing comprehensive accommodation strategies, a manager learning to support diverse team members, or a colleague who wants to be more aware and supportive, the work of creating inclusive environments happens at every level. 

This National Disability Employment Awareness Month, consider what role you can play in building a workplace where all abilities—visible and invisible—are recognized, supported, and valued. 

About the Author 

Colleen Torell is VP & Senior Career Management Consultant at Keystone Partners, where she specializes in career transition and leadership development. With extensive experience in HR and talent management, Colleen helps organizations build inclusive talent strategies that support employees at every stage of their careers. 

Ready to Build More Inclusive Workplace Strategies? 

Keystone Partners helps organizations develop comprehensive approaches to supporting employees through leadership development, career transition services, and organizational consulting. Contact us to learn how we can support your inclusive talent initiatives.