Hereby, I declare

Throughout my life, I have viewed my disability as a source of strength, something that helps me navigate any obstacle. But recent research on disclosing disabilities at work opened my eyes to the fact that many people feel uncomfortable revealing their disability. As someone with a visible disability, I have never had to face this dilemma myself.

To go deeper, we first have to acknowledge invisible disabilities. These include mental health conditions, ADHD, diabetes and other conditions that others can't see but that still affect a person's health. While there are laws in place to prevent disability-based discrimination, not all discrimination is obvious. The culture and values of an organisation play a big role in creating an inclusive environment. Employees with disabilities may worry about how colleagues and managers will see them if they disclose, and how that could affect their relationships and opportunities at work.

There is also an inner voice that tells us we are superheroes, and disclosing a disability would change that story. So people who can choose to keep a health condition private often do, because they worry about what might happen if they share it.

On the other hand, employers see an advantage when employees disclose their disabilities.

A 2017 US study of white-collar professionals found that around 30% of them have a disability. When employees disclose, organisations can see a fuller picture of their workforce without adding a single new hire. But the focus should be on understanding individual needs and helping people perform at their best, not on using these numbers to paint a purple picture.

The same study found that fewer than 40% of those employees had disclosed their disability, while most keep it under the carpet until circumstances force them to reveal it. That's sad, because these employees are dealing with a double-edged sword. On one side is a condition affecting their quality of life, and on the other is the pressure to perform and fit the norms of the organisation. That adds a tremendous load, both physically and mentally.

As someone who has lived with disability, the idea of having to hide it is particularly distressing. People with disabilities already face physical, mental and emotional obstacles every day. Adding the burden of hiding a disability and keeping up a false image only makes the struggle harder.

The solution starts with the right intentions. Organisations that connect inclusion to their business goals see real results. Diversity brings fresh perspectives, and inclusive practices help the bottom line too. Having lived with disability and worked in corporate life for 15+ years, here are five things that have stayed with me:

• Each person's challenges are different, and the key to unlocking their potential is understanding their individual needs.
• We can create a barrier-free environment that reduces the need for constant support, because asking for help again and again can chip away at a person's confidence.
• Let's build a culture of inclusion and respect, where everyone feels valued and accepted for who they are.
• When we include people with disabilities in our programmes, we help them get the visibility they need to succeed.
• And when they hit a rough patch in their career, let's be there as a coach or mentor, with empathy and patience. We all need a little help sometimes, and that's okay.

For people to feel satisfied at work, they need to be able to bring their whole selves to the job. Difference should never decide how someone is judged or treated. When organisations put inclusion into every stage of the talent lifecycle, the results show up in both people and profitability. Don't miss out on what happens when you put inclusion first.

Rahul Rawal is the founder of Thrive & Include. This post first appeared on the old Thrive & Include website in February 2025.