Investigating Workplace Accommodation for. People with Invisible Disabilities

Transcription

1 Investigating Workplace Accommodation for People with Invisible Disabilities Research Report April 14, 2011 Research Team Toby Reeve and Nicole Gottselig Print Futures: Professional Writing Douglas College: CMNS 1218

2 Executive Summary Workplace accommodation for people with invisible disabilities in the workplace has not received the recognition that other forms of disability have. In particular, there is insufficient information available on workplace accommodation for people with invisible disabilities in the for-profit sector. From January to April 2011, we, the research team from Douglas College s Print Futures: Professional Writing Program, collaborated with the BC Coalition of People with Disabilities (BCCPD) to research and determine what kinds of accommodation major for-profit companies in BC might have in place to effectively assist employees and potential employees who have invisible disabilities. This report summarizes the methodologies and findings of our research and concludes with recommendations that can be used by the BCCPD when working with employers and people with invisible disabilities. Our empirical research consisted of three methods: online surveys of forprofit companies in BC and of people with invisible disabilities, and interviews with employment counsellors. We also conducted a review of secondary sources. Our major findings from these combined methods revealed the following four themes: 1. Policy Versus Reality: Although employers are required by law to accommodate people with disabilities, 88.9% of employers surveyed do not have a policy and/or program in place for people with invisible disabilities. 2. Awareness of Invisible Disabilities in the Workplace: 55.6% of employers surveyed were unaware if any of their employees had an invisible disability. 3. Disclosure: 88.24% of people with invisible disabilities surveyed had a negative view of disclosing their disability and feared a negative reaction. 4. Barriers while Seeking Employment and in the Workplace: people with invisible disabilities face psychological and lifestyle barriers while seeking employment and barriers while working such as being misunderstood and reactions of disbelief. Based on these four themes from our major findings, we recommend the following: 1. Employers increase awareness of invisible disabilities in their workplace by educating managers and people in positions of authority. This will create the trickledown effect of a more inclusive workplace. 2. Employers address the unique sets of behaviours associated with different disabilities and focus on what employees with disabilities can do and not what they cannot do. 3. People with invisible disabilities can improve their search for employment or ability on the job by providing their own accommodations/solutions to their disability. 4. People with invisible disabilities would benefit from looking for the right job fit; this may determine if disclosing an invisible disability is necessary.

3 Table of Contents Tables... iv Introduction...5 Methodologies...2 Online Surveys...2 Employers in For-profit Companies...2 People with Invisible Disabilities...3 Interviews with Employment Counsellors...3 Theoretical and Secondary Research...4 Limitations to Methodologies...4 Major Findings...4 Policy Versus Reality...4 Awareness of Invisible Disabilities in the Workplace...6 Disclosure...7 Barriers while Seeking Employment and in the Workplace...8 Summary of Major Findings...12 Recommendations...12 List of Sources...14 Appendix I...16 Survey Questions for Employers...16 Appendix II...17 Survey Questions for People with Invisible Disabilities...17 Appendix III...18 Interview Questions for Employment Counsellors...18

4 Tables TABLE 1: SURVEY RESULTS FROM EMPLOYERS IN FOR-PROFIT COMPANIES...9 TABLE 2: SUMMARY OF INTERVIEWS WITH EMPLOYMENT COUNSELLORS...9 TABLE 3: SUMMARY OF SURVEY QUESTIONS FOR PEOPLE WITH INVISIBLE DISABILITIES...10 iv

5 Introduction There is insufficient information available on workplace accommodation for people with invisible disabilities in the for-profit sector in British Columbia. Workplaces in BC such as post-secondary institutions, non-profit organizations and government often disclose their commitment and policy on hiring people with disabilities. These policies are usually included on the organization s website, making the information accessible to all and easy to find. As public institutions and government agencies are the exception to the norm and do not represent all types of employment opportunities, our research goal is to determine what kinds of accommodation major for-profit companies in BC might have in place to effectively assist employees and potential employees who have invisible disabilities. This document will report the research we conducted for the BC Coalition of People with Disabilities (BCCPD) on such accommodation issues. The BCCPD is a non-profit organization that has advocated for people with disabilities in BC for over 30 years. Its mission is to support people, regardless of disability, to live as independent and equal participants in society. The BCCPD provides one-to-one advocacy, designs and implements projects and programs, works with community partners, and produces free publications for people with disabilities. Included in the BCCPD client-base are people with chronic and invisible disabilities. These disabilities include medical conditions such as chronic fatigue syndrome, diabetes, and HIV infection; mental health conditions such as anxiety disorders, obsessive compulsive disorder, and depression; and learning disabilities such as dyslexia. Invisible disabilities pose a special problem because they are not readily apparent to others. Because invisible disabilities have traditionally not received the recognition that other forms of disability have, employers may not be aware of the need to accommodate people with invisible disabilities. Lack of accommodation results in lower employment rates, increased work-related absences and a restriction of capabilities within the workplace, among other things. Our research could help the BCCPD to better understand how people with invisible disabilities are presently being accommodated in various for-profit workplaces and what kinds of accommodation are most effective. With this knowledge the BCCPD could then work more effectively with their clients who have invisible disabilities and with employers, and could also better promote accommodation tools and techniques. We determined four objectives for this research: 1. Identify accommodation programs being used in for-profit companies v

6 2. Identify the employer's level of awareness when hiring and supporting employees with invisible disabilities 3. Determine the main issues/barriers facing people with invisible disabilities while looking for work/in the workplace 4. Determine what is most helpful in terms of accommodating people with invisible disabilities. We felt it was necessary to include the perspectives of people with invisible disabilities and employment counsellors in addition to for-profit companies to achieve our research goals. Our findings revealed four themes: policy versus reality, awareness of invisible disabilities in the workplace, disclosure, and barriers while seeking employment and in the workplace The remainder of this document will describe our methodology, findings and recommendations. Methodologies Three methods of empirical research were used: online surveys of for-profit companies, online surveys of persons with invisible disabilities and interviews with employment counselors. Additionally, theoretical and secondary research was conducted. Online Surveys Employers in For-profit Companies We developed an online survey for employers of for-profit companies (see appendix I) using Survey Monkey, a free online survey service. The objectives of this method were to identify accommodation programs being used by for-profit companies in BC and to identify the employer s level of awareness when hiring and supporting employees with invisible disabilities. The survey comprises 10 yes or no questions related to invisible disabilities in the workplace and is anonymous. We administered the survey by contacting the companies by telephone and then ing them a link to the survey. We chose to use an online survey with yes or no questions because we wanted to make it as easy as possible for employers to participate. Of the 25 companies we surveyed, 20 were from lists of top companies to work for in BC, and five were for-profit employment agencies in the Lower Mainland. Our response rate was higher than expected with 50% of businesses replying to the survey. We believe this response rate is attributed to personally speaking to the contact person at each company versus sending a generic that may have been regarded as spam. Our survey response rate to employers exceeded our expectations and determined that we would not need to hold interviews with any of the companies. Also, 2

7 because our survey was anonymous, we were unable to determine which companies had not responded; this precluded doing follow-up interviews. People with Invisible Disabilities The BCCPD does not currently have any clients who are seeking employment. Our original second method of empirical research a focus group with BCCPD clients changed direction during the project. Two of the three employment counsellors we interviewed agreed to send our survey to their clients with invisible disabilities for completion. The third employment counselor did not respond to our request. We developed an online survey for people with invisible disabilities (see appendix II) using Survey Monkey. The survey comprises 10 short answer questions and is anonymous. The objectives of this method are to include the perspectives people with invisible disabilities have on workplace accommodation, disclosure, what is working in the workplace and to identify challenges and barriers. In the first week of posting the survey, we received one response. After using the BCCPD s social networking sites, Facebook and Twitter to promote the survey to people with invisible disabilities, we rapidly received a high number of responses. Photo 1: Screenshot of the BCCPD's Facebook Page Interviews with Employment Counsellors We conducted telephone interviews of employment counselors in non-profit employment agencies that serve people with disabilities in the Lower Mainland. These interviews comprised nine open-ended questions about employment issues faced by people with invisible disabilities (see appendix III). Our objectives were to include the perspectives 3

8 employment counsellors have on workplace accommodation and to identify the barriers faced by people with invisible disabilities when seeking employment. We selected our participants by calling employment agencies, whereupon we found three agencies willing to be interviewed. Two of these agencies were for people with disabilities in general and one was specifically for people with learning disabilities. The open-ended nature of the interview questions allowed us to gather more nuanced and in-depth data than we would have from yes or no type survey questions. Theoretical and Secondary Research Our bibliography of theoretical and secondary research includes the following: four monographs, six articles from peer-reviewed professional journals, one guide, one toolkit and two audiovisual sources. The three research subject areas identified from our preliminary research were workplace accommodation, invisible disabilities, and employment and disabilities. Three themes emerged from the literature review: policy versus reality, lack of awareness and disclosure. Limitations to Methodologies One possible limitation to our research was our sample of for-profit companies. Twenty of the companies we surveyed were from professional lists of top companies to work for. These companies were selected for these lists based on employee surveys and an evaluation of their human resources departments. Because of their standing as being notably employee-friendly, it is possible that these companies are more accommodating of disabilities than other companies and are not representative of for-profit companies as a whole. However, we chose to survey these companies because we thought they would be more likely to participate than other for-profit companies. Major Findings Policy Versus Reality The intent to help people with disabilities has been clearly established in reports and policies in Canada in the last ten years. In a survey of such documents, McColl & Jongbloed (2003) highlight the government document In Unison, released in 1998, which addressed the need for policies and practices that would enable increased participation of people with disabilities in society. In Unison covers work-related supports, the need for employers to accommodate and the promotion of work for people with disabilities. As 4

9 well, the duty to accommodate, a law under the Canadian Human Rights Act, states that an employer is required to accommodate an employee with disabilities short of undue hardship on the part of the employer. In addition, the government provides resources to help employers implement accommodation in their workplace. Industry Canada s The Workplace Accommodation Toolkit (WAT) is a comprehensive website that offers information about devices and services to accommodate people with invisible and physical disabilities. The website encourages employers to purchase accessible products and create services that invite people with disabilities to become employees of their organization. Moreover, this toolkit may be a valuable resource for an employer who is not familiar with an invisible disability. Despite these measures, there remains a discrepancy between policy and reality regarding accommodation, and studies have shown that there has not yet been an action plan developed to make disability recommendations effective (McColl & Jongbloed, 2003). Research indicates that despite increased disability legislation in recent years, there has been a decline in employment rates for persons with disabilities (Gibson, 2007). A number of studies surveyed by McColl & Jongbloed conclude that there are still many people with disabilities who report having unmet needs; highest among these people are those with speech and learning disabilities. The major findings of a study by Madaus, Foloey, McGuire, Ruban (2002) indicate that most people with learning disabilities find their work affected by their disability in some way. People with disabilities continue to be poorly represented in the workforce due to exclusion and marginalization (Pothier and Devlin, 2006). In his study on multiple chemical sensitivity (an invisible disability), Gibson concludes that accommodation of such disabilities challenges our economic system of industrial capitalism; workplace accommodation can be perceived as costly, inefficient and unnecessary. However, the responses from our survey of people with invisible disabilities indicate that their workplace accommodation needs are not costly or inefficient. Some of the participant s accommodation requests include a quiet area without a lot of distraction, fellow staff and management who understand the nature of the disability, trading work duties, and flexibility and understanding. Photo 2: Photo from the BCCPD s homepage 5

10 Awareness of Invisible Disabilities in the Workplace Lack of awareness is the main contributor to many workplace barriers for people with invisible disabilities. People with invisible disabilities may be unaware of what their condition is and that it is classified as a disability. A study by Neal-Barnett and Mendelson (2003) found that general lack of awareness about obsessive compulsive disorder (OCD, an invisible disability) is the main contributor to many workplace barriers for people with this condition. Many employers and employees are not aware OCD is classified as a disability under the Americans with Disabilities Act, and many people with OCD are not aware of what their condition actually is. OCD is only one of many invisible disabilities that people may not have self-knowledge about. According to two of the three employment counsellors we interviewed, the general level of awareness of invisible disabilities in the workplace is poor. One counsellor said that employers usually only have knowledge about invisible disabilities based on having a family member with such a disability, and that employers usually only become aware of having an employee with an invisible disability once it has become a crisis in the workplace. Awareness is also dependent on the individual employee and the type of disability. The third counsellor we interviewed said that with medical disabilities such as chronic fatigue syndrome, multiple sclerosis and diabetes there is more positive awareness. Mental health disabilities, addictions or HIV/AIDS carry more stigma and negative stereotypes. There is generally a poor level of awareness of invisible disabilities because they are not readily apparent. The findings of a study on young women survivors of hemorrhagic stroke (Stone, 2005) reveal the participants frustration with having a disability that is not readily apparent, and which people might not see as real. This study concluded that the concerns of its participants might be shared by others with similar disabilities. The need for a better understanding of disability in a social and workplace context is a key conclusion. This lack of awareness on the part of employers can create workplace environments that are unproductive and often detrimental to disabled people, focusing on performance over process. Some of the people with invisible disabilities we surveyed reported that an employer had accused them of exaggerating their disability, had responded with fear and ignorance, had concerns about workload and safety, and were not sure what to say to them or how to help them. In extreme cases, lack of awareness can lead to harassment of disabled employees (Gibson, 2007). Of the companies that we surveyed, 44.40% responded that they knew of having employees with invisible disabilities, while responded that they did not know if they had employees with invisible disabilities. When asked if they had a policy or program in place for people with invisible disabilities, 11.10% responded that they did and 88.90% responded that they did not. These results indicate that while almost half of the companies we surveyed are not only aware of invisible disabilities, but are also aware of having employees with such disabilities, only a small portion of the companies overall are formally addressing this issue. 6

11 Disclosure Disclosure is a major issue for people with invisible disabilities who are looking for work or are in the workforce. Of the people with invisible disabilities surveyed, 88.24% had a negative view of disclosing their disability, with responses ranging from extremely uncomfortable and fear of being fired, to I think they wouldn t hire me. Madaus, Foloey, McGuire and Ruban (2002) claim in their study that the primary reason people with learning disabilities do not self-disclose their disability to a potential employer is fear of discrimination and as a result, not being hired. In our survey, only two responses were positive, with one respondent stating, I m proactive with it and I choose to look at it as an ability. I always put a positive spin on it. People s personal judgments of the employer and the workplace culture will often determine whether it is beneficial to disclose their disability to an employer (Dalgin and Gilbride 2002). Disclosing an invisible disability to a coworker was another factor that the survey participants felt strongly about. Responses were close to 50% negative, with comments such as, The majority of my co-workers have not been understanding. Many think I use my disability as an excuse to be lazy or non-productive, and, It s a joke. Stone s study (2005) on the experience of young women survivors of hemorrhagic stroke calls attention to the stereotypes and prejudgments people with invisible disabilities face in social situations and in the workplace. By contrast, some of the positive responses in our survey were, They try and help me as much as they can, and, Previous co-workers that I trusted were very supportive of my health issues. Whether or not a person discloses his or her disability will affect the employers level of awareness and the possibility of workplace accommodation if accommodation is needed. Even when their disability is affecting their work, people with invisible disabilities may not disclose their disability to an employer. This can be due to a number of reasons. People with invisible disabilities often fear a negative reaction from their employer, such as micromanagement, isolation, termination and lack of opportunity. As well, people may be less likely to disclose certain invisible disabilities. If someone has a mental health diagnosis, dual diagnosis, or HIV/AIDS, then there is a risk with disclosure to an employer due to negative stereotypes. Moreover, how people with invisible disabilities perceive the workplace culture of the employer whether or not they think the environment will be generally supportive may determine if they think disclosure to be beneficial or not. Employers cannot legally ask for disclosure, and unless a person s disability impacts their ability to do the job and they require accommodations, then disclosure is not necessary. Of the companies we surveyed, almost half asked potential employees during job interviews if they would require any accommodation on the job. Ultimately it is up to the individual with regards to disclosure and what they are comfortable with. One employment counsellor we interviewed pointed out that when employers ask about weaknesses in a job interview this is an opportunity for the job-seeker to disclose their disability. However, that person should always provide a solution with disclosure/have a good coping strategy. Individuals need to be hired based on their ability to do a job and not because of their disability. 7

12 Barriers while Seeking Employment and in the Workplace While looking for work and when in the workforce, people with invisible disabilities often face psychological and lifestyle barriers. According to one counsellor we interviewed, people with invisible disabilities have to deal with low confidence, frustration and failure while looking for work; post-interview depression (an interview not going well, or an interview going well but not getting the job); and having to bounce back and keep going. Barriers can be lifestyle-related: stress management, motivation, and socio-economic stress. As another counsellor said, if an individual is anxious, not sleeping, and has financial concerns then there can be a negative impact on the job search and motivation. Negative self-talk is also considered a barrier. When, how, and whether to disclose a disability can be a stress factor. Individuals with anxiety disorders may require more assistance with regards to confidence building and preparation. Further, some people with psychiatric disabilities feel that it is justifiable to request workplace accommodation for physical disabilities but not for psychiatric disabilities due to the stigma of such disabilities (Dalgin and Gilbride 2003). People with invisible disabilities also have to deal with barriers in the workplace. The general lack of knowledge of invisible disabilities in the workforce and in society at large is the greatest contributor to these barriers. The people with invisible disabilities we surveyed reported some of these workplace barriers as being misunderstanding about and reactions of disbelief to their disability. Employers lack of education, acceptance and understanding of individuals who require accommodations leads to lack of accommodation and support. Conversely, employers may have awareness of accommodation needs but have lack of focus in following through they may require a lot of prompting/coaching from an outside service that is helping them with accommodation issues. One counsellor we interviewed said that changes within a workplace can also create problems for employees with disabilities. For example, it may take longer for someone with a learning disability to adjust to a new computer program. There can be different kinds of challenges associated with different kinds of disabilities, and employers can be challenged by having to make unique accommodations for individuals. One study (Japp, 2005) suggests that for people with brain injuries a successful return to the workplace includes the following: a secure and supportive work environment, timing the return to work correctly, focusing on what the employee can do and not what they cannot do, and establishing a schedule of routine activities that maintains the employee s motivation. In terms of individual accommodations, only one quarter of the companies we surveyed were fragrance-free zones for people with chemical sensitivities. Conversely, three-quarters of the companies surveyed had options for employees to work flexible hours. These are examples of accommodations that can address unique characteristics of invisible disabilities. 8

13 Table 1: Survey Results from Employers in For-profit Companies Yes No Does your company have a policy and/or program in place for people with invisible disabilities? 11.10% 88.90% Do you know if any of your employees have invisible disabilities? 44.40% 55.60% Have you ever accommodated an employee with a disability? 77.80% 22.20% Is there a designated person in your organization to assist employees that are returning to the workplace after an absence due to their disability? 66.70% 33.30% During the job interview, do you ask potential employees if they will need accommodation in order to perform some or all of their duties? 44.40% 55.60% Do you have options for employees to work flexible hours? 77.80% 22.20% Do you have options for employees to work from home or telecommute? 66.70% 33.30% Is your workplace a fragrance free zone? 25.00% 75.00% Does your company offer job sharing? 22.20% 77.80% Do you ever advertise job opportunites with organinzations for people with invisible disabilities? 22.20% 77.80% Table 2: Summary of Interviews with Employment Counsellors Summary of Interviews with Employment Counsellors Awareness of invisible disabilities in the workplace General level of awareness is poor. Because they are not readily apparent, they might not be as easily understood as visible/physical disabilities. There is more positive awareness of medical disabilities such as chronic fatigue syndrome, multiple sclerosis and diabetes. There is more stigma and negative stereotypes with mental health disabilities, addictions and HIV/AIDS. Barriers in the workplace There is lack of education about, understanding and acceptance of individuals who require accommodations. It can be difficult for people with invisible disabilities to adapt to changes in the workplace. Making unique accommodations and following through is challenging for employers. Disclosure in the workplace When, how or whether to disclose a disability to an employer or potential employer is a challenge for people with invisible disabilities. Employers cannot legally ask for disclosure. Unless a disability impacts the ability to do a job and accommodations are required, then disclosure is unnecessary. When a person discloses their disability, they should also provide a coping strategy/solution. Accommodation and coping strategies People with invisible disabilities should focus on what kind of work they are interested in and not on the label of being disabled. Finding the right job/fit is important. 9

14 Employers can: Do research on the disability. Be supportive. Treat people as individuals. Provide a learning method that works. Access non-profit organizations that offer services to help employers better understand disability and accommodation issues. Table 3: Summary of Survey Questions for People with Invisible Disabilities Nature of Invisible Disability Types of Challenges Faced While Seeking Employment Challenges Faced While Working Types of Workplace Accommodation Needed 35.30% Mental health 29.42% Medical 11.76% Medical and mental health 5.88% ADHD 5.88% ADHD/ADD and mental health 5.88% ADD, mental health and learning 5.88% ADHD/ADD, learning disability, medical and mental health Lack of concentration and feeling overwhelmed Motivation, lack of education and experience Very limited job options: most require public interaction Looking around too much during an interview Overcoming anxiety to "put myself out there" Disclosure, commitment when I get ill Nervousness, self-doubt, interview challenges Being able to complete a task on time, being able to work eight hours Can't really use hands much, consistently, etc. Disbelief from manager, accusations of malingering Physical and mental health problems Exhaustion, lots of sick days, appointments, judgement from others Being misunderstood Stress, concentration and memory problems, distraction Lower lighting, ergonomically designed work space and slower pace More breaks, directions written in point form/broken down A window to see out outside Time off for medical needs and a medical benefits plan Shortened work week, private space limited/no interaction with public. A rest every few hours Quiet area with few distractions Flexibility and understanding 10

15 How Invisible Disabilities are Disclosed to an Employer Up front, during the interview process, always Haven't had to yet before being hired Tell them straight out what happens because of my disability so that they understand me more In confidence with my supervisor At the time of an episode Casually mentioned after working there for a while Usually wait until it comes up/presents a problem Feelings about Disclosing an Invisible Disability to an Employer Employers Responses to Invisible Disabilities Co-workers Responses to Invisible Disabilities 88.24% Negative 5.88% Neutral 5.88% Positive Proactive and look at it as an ability; always find a positive spin Extremely uncomfortable fear being fired or left out There is too much stigma attached to the disease currently Would never do it again Worried and embarrassed Anxious It is hard Uncomfortable Fear of stigmatization and discrimination Ashamed 43.75% Negative 25.0% Neutral 18.75% Positive 6.25% Mixed 6.25% Not applicable Accusations of malingering, disbelief Concerns about workload and safety Very supportive Sometimes they understand me and sometimes they do not Not sure what to say or how to help Made life as difficult as possible so I would quit It has been very negative 35.71% Negative 28.57% Positive 28.57% Mixed 7.15% Neutral Positive and negative It's apparently a joke Staying away from me Some are curious; others judgemental and full of advice They try and help me out as much as they can With anger and isolation Majority have not been understanding Very supportive Some positive and some were negative Supportive 11

16 Summary of Major Findings In summary, our major findings from the combined empirical and secondary methods revealed four themes: Policy Versus Reality: Discrepancies remain in the workplace between policy and reality regarding accommodation. Awareness of Invisible Disabilities in the Workplace: Employer awareness of invisible disabilities is the greatest concern when it comes to accommodation issues. Disclosure: Of the people with invisible disabilities surveyed, 88.24% had a negative view of disclosing their disability and feared a negative reaction. Barriers While Seeking Employment and in the Workplace: People with invisible disabilities face psychological and lifestyle barriers while seeking employment and barriers while working such as being misunderstood and reactions of disbelief. Recommendations The most important step that can be taken to increase workplace accommodation for people with invisible disabilities is to increase awareness of invisible disabilities. It is particularly important to educate managers, which will create a trickle-down effect and help to establish a supportive workplace environment. It is also important for employers to address the unique sets of behaviours associated with different disabilities and to focus on what the employee can do and not what they cannot do. These recommendations are based on a social model of disability in which workplace barriers cause disability and in which emphasis is placed on accommodation and social integration in the workplace. Employers can: Do research on the disability. Access services that educate employers on disability and accommodation issues such as Industry Canada s Workplace Accommodation Toolkit. Be open-minded and a good listener. Create a supportive work environment. Provide a learning method that works, which may include having a coach for the employee. People with invisible disabilities can improve their search for employment or ability on the job by providing their own accommodations/solutions to their disability. One employment counselor we interviewed said that getting a job ultimately comes down to the person being prepared and presenting well, regardless of their disability. People with 12

17 disabilities should focus on what they can do and what they are interested in and not on the label of being disabled. Finding the right job/fit for themselves is important and may determine whether it is beneficial to disclose an invisible disability to an employer. 13

18 List of Sources Braden, J., Zhang, L., Zimmerman, F., & Sullivan, M. (2008). Employment outcomes of persons with a mental disorder and comorbid chronic pain. Psychiatric Services (Washington, D.C.), 59(8), Retrieved from EBSCOhost. Canadian Human Rights Commission. Barrier-free employers: Practical guide for employment accommodation for people with disabilities. Retrieved from Disabled Women s Network of Ontario website. (updated 2003). Dalgin, R., & Gilbride, D. (2003). Perspectives of people with psychiatric disabilities on employment disclosure. Psychiatric Rehabilitation Journal, 26(3), Retrieved from EBSCOhost. Davis, A. N. (2005). Invisible disabilities. Ethics, 116, doi: /2005/ Gibson, P. R. (2007). Work accommodation for people with multiple chemical sensitivity. Disability & Society, 22(7), doi: / Industry Canada. (2010). Industry Canada. (2010). Workplace accommodation toolkit (WAT). Retrieved from 14

19 Japp, J. (2005). Brain injury and return to employment. London, UK: Jessica Kingsley Publishers. Kozar, S. (Producer). (c2004). Almost normal: Stories from within the well: A documentary about invisible disabilities. Vancouver, BC: Healing Ground Productions. Madaus, J., Foley, T., McGuire, J., & Ruban, L. (2002). Employment self-disclosure of postsecondary graduates with learning disabilities: rates and rationales. Journal Of Learning Disabilities, 35(4), Retrieved from EBSCOhost McColl, M. A., & Jongbloed, L. (2006). Disability and Social Policy in Canada. Concord, ON: Captus Press. Neal-Barnett, A. & Mendelson, L. L. (2003). Obsessive compulsive disorder in the workplace: an invisible disability. Women and Therapy, 26(1/2), Retrieved from EBSCOhost Pothier, D., & Devlin, R. (EDs.). (2006). Critical disability theory: Essays in philosophy, politics, policy and law. Vancouver, BC: UBC Press. Stone, S. (2005). Reactions to invisible disability: the experiences of young women survivors of hemorrhagic stroke. Disability And Rehabilitation, 27(6), Retrieved from EBSCOhost. Sturge-Jacobs, M. (2002). The experience of living with fibromyalgia: confronting an invisible disability. Research And Theory For Nursing Practice, 16(1), Retrieved from EBSCOhost. Wehman, P. (Ed.). (2001). Supported employment in business: Expanding the capacity of workers with disabilities. St. Augustine, FL: Training Resource Network. 15

20 Appendix I Survey Questions for Employers 1. Does your company have a policy and/or program in place for people with invisible disabilities? 2. Do you know if any of your employees have invisible disabilities? 3. Have you ever accommodated an employee with a disability? 4. Is there a designated person in your organization to assist employees that are returning to the workplace after an absence due to their disability? 5. During the job interview, do you ask potential employees if they will need accommodation in order to perform some or all of their duties? 6. Do you have options for employees to work flexible hours? 7. Do you have options for employees to work from home or telecommute? 8. Is your workplace a fragrance free zone? 9. Does your company offer job sharing? 10. Do you ever advertise job opportunities with organizations for people with invisible disabilities? 16

21 Appendix II Survey Questions for People with Invisible Disabilities 1. What is your invisible disability? 2. What kinds of challenges have you faced, because of your invisible disability, while seeking employment? 3. What kinds of challenges have you faced, because of your invisible disability, while working? 4. What kinds of workplace accommodation do you need? 5. How do you disclose your invisible disability to an employer? 6. How do you feel about disclosing your invisible disability to an employer? 7. How have employers responded to your invisible disability in the workplace? 8. How have co-workers responded to your invisible disability in the workplace? 17

22 Appendix III Interview Questions for Employment Counsellors 1. What do you think is the general level of awareness of invisible disabilities in the workplace? 2. How do you help people with invisible disabilities prepare for a job interview? 3. How can people with invisible disabilities broach their disability with an employer or prospective employer? 4. What are the most common types of barriers faced by people with invisible disabilities while looking for work? 5. What are the most common types of barriers faced by people with invisible disabilities in the workplace? 6. What are some of the most helpful things that employers can do to accommodate people with invisible disabilities? 7. Do you have any outreach programs with for-profit companies? 8. Do for-profit companies ever seek out your organization for information about invisible disabilities or accommodation? 18