Have you ever heard of Invisible Disabilities? Just because you can’t see it, doesn’t mean it’s not real.
‘Invisible disability’, which can also be referred to as ‘non-visible’ or ‘hidden disability’, is not immediately apparent/obvious when looking at someone.
It can be physical, mental or neurological and includes, but is not limited to, autism and Asperger syndrome, cognitive impairments such as learning difficulties and dementia, as well as mental health conditions (depression, anxiety...) and speech, sight loss, hearing loss, or deafness.
Invisible disabilities can also include symptoms such as chronic pain, asthma, fibromyalgia, diabetes, fatigue, dizziness, and sleep disorders when these significantly impact day-to-day life.
✨FACT✨Globally 1 in 7 of us live with a disability. And of those, 80% are invisible. That is 1 billion people who are living with a non-visible disability.
This week it's Invisible Disabilities Awareness Week (20-26 October), a time to reflect on how society perceives disability—especially those we can’t see. For many, the phrase "But you don’t look sick" or "But you don’t look deaf" is an all-too-familiar refrain. It's hurtful, and it reveals a deeper misunderstanding of what it means to live with an invisible condition.
People with invisible disabilities often face the uphill battle of constantly explaining themselves. This is particularly true for those in the Deaf community, where some may assume that unless you're using sign language or have obvious assistive devices, you must be fine.
A personal story shared by a member of the community encapsulates this frustration:“For a supposed inclusive company, it was shocking when they asked me to prove my invisible illness. They had no idea how hard it was to disclose in the first place.”
This sentiment rings true for many Deaf individuals who may not 'look' Deaf but deal with the same societal expectations. Whether it’s family members questioning the validity of their condition or employers demanding proof, the pressure to justify an invisible disability is exhausting.
But why is this necessary?
Understanding Invisible Disabilities
Invisible disabilities are just as real as visible ones. For Deaf individuals who use alternative communication methods like lipreading or hearing aids, assumptions based on appearance can be harmful. Being told "You don’t look Deaf" diminishes the validity of their experience, contributing to a culture of exclusion.
The Challenge of Disclosure
One of the most complicated aspects of living with an invisible disability is deciding when and to whom to disclose it.
On the one hand, being open about it could lead to receiving necessary accommodations.
On the other, there’s the fear of being judged or treated unfairly. A business that prides itself on inclusivity must go beyond visible tokens of diversity—they must also value and respect those whose disabilities are invisible.
"Prove It": A Harmful Request
When employers or institutions ask someone to ‘prove’ their disability, it demonstrates a fundamental lack of trust and empathy. No one should be forced into a position where they need to defend their condition—whether it's hearing loss or any other invisible challenge.
As advocates for the Deaf community, we must raise awareness about this issue. Asking someone to prove their disability only reinforces negative stigmas and dehumanises the individual.
Breaking the Stigma
Invisible Disabilities Awareness Week provides the perfect opportunity to educate the public about the experiences of Deaf individuals and others with unseen conditions. Businesses and professional leaders must recognise that inclusivity isn’t just about visible diversity—it’s about treating all people, regardless of whether their disability is apparent, with respect.
For those in leadership positions, this means actively creating environments where employees feel safe to disclose their needs without fear of judgment. No one should have to defend their right to accommodations or justify why they might need assistance.
What You Can Do:
Listen First: Believe individuals when they disclose their invisible disability. Their experiences are valid, and the decision to share that information is often difficult.
Promote Inclusivity: Ensure that policies and workplace culture include measures to support employees with invisible disabilities. Learn more about how to implement effective accommodations in your organisation in our detailed article: https://www.deafumbrella.com/post/reasonable-accommodations
Challenge Stereotypes: Use this week to speak out against harmful phrases like "But you don’t look deaf". Share stories, educate yourself, and advocate for those whose disabilities may not be immediately visible.
Where can you find useful resources?
The Invisible Disabilities Week website carries lots more information about seminars and events for Invisible Disabilities Week.
Action Hearing Loss offers some helpful information for deaf people and those who support them.
Our recommendation
Do your loved ones have a hard time understanding your chronic illness or pain because to them you look fine?
But You LOOK Good! is a convenient, informative way to educate everyone about what people living with ongoing illness and pain struggle with, fight for and need from their friends and family. It is easy to read, gives practical ideas on how loved ones can be supportive, and is short enough to keep the readers interested.
This book is an important tool for caregivers, family and friends to help explain the extreme fatigue, pain, dizziness, cognitive impairments and other symptoms - it gives them simple, pragmatic ways to truly be an encouragement, what to say, what not to say and how to help.
We hope this article has brought some light and helps to clarify some of the most common questions.
Do you have a non-visible disability? Please, feel free to share your story, challenges, frustrations and triumphs with us!
(*) Catch-22" refers to a no-win situation where someone faces conflicting challenges. Specifically, it highlights the dilemma of disclosing an invisible disability at work: if you don’t disclose, you may not get the support you need; but if you do, you risk being doubted or treated unfairly. It’s a frustrating cycle, where neither option seems beneficial.
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