How can organisations support employees with chronic disorders while addressing the issue of disclosure, stigma, and the fear of discrimination? Dr. Armand Bam of Stellenbosch Business School explores the complexities of disclosure, the impact of organisational culture, and how empathy-driven leadership can create a truly inclusive workplace.

Invisible Disabilities and Workplace Disclosure by CoBS Editor Anshuman Sisodia and Armand Bam. Related Research: Invisibility, Stigma, and Workplace Support: Experiences of Individuals with Chronic Disorders, Armand Bam, SA Journal of Human Resource Management, Vol 23, a2859, DOI: https://doi.org/10.4102/sajhrm.v23i0.2859.

Work can be challenging, especially when you’re managing a disability in silence. Juggling deadlines, adapting to changing demands, navigating office politics, and dealing with a growing workload can feel overwhelming. On top of that, the fear of being misunderstood, judged, or excluded adds another layer of stress.

But you’re not alone. Worldwide, 1 in 6 people live with a disability, and 80% of these are invisible. Disabilities take many forms some are visible, others are hidden, and many individuals live with a combination of both.  They can also be temporary or permanent and may impact different aspects of life, including neurological, cognitive, physical, and sensory functions. This broad spectrum includes conditions such as arthritis, diabetes, chronic pain, sleep disorders, and respiratory challenges.

SLE: Wolf lurking in the shadows

Dr. Armand Bam’s research explores stigma, invisibility, and the challenges of disclosing disabilities in the workplace, with a focus on chronic illnesses. His work is based on case studies of professionals living with Systemic Lupus Erythematosus (SLE), a chronic autoimmune disease in which the immune system mistakenly attacks healthy tissues.

This leads to inflammation and damage across multiple body systems. SLE symptoms are unpredictable and can range from mild to severe, affecting the skin, joints, kidneys, heart, and other organs. This unpredictability often makes it difficult for individuals to manage their professional responsibilities and workplace interactions.

To Disclose or Not to Disclose

Deciding whether to disclose a disability is a deeply personal and often challenging choice. Many professionals living with invisible disabilities like SLE choose not to share their condition at work for various reasons. The study highlights two key themes in its findings: the invisibility, stigma, and identity challenges of living with Lupus, and the concealment and lack of workplace support.

Dr. Bam explains that professionals with SLE face significant challenges in disclosing their condition due to its erratic and often invisible symptoms. Because managers and colleagues cannot easily observe these symptoms, they often fail to grasp the illness’s true severity. People might assume someone is perfectly healthy one day, only to be surprised when they’re suddenly hospitalised the next. This unpredictability can lead to scepticism and doubts about a person’s intentions and ability to work.

Identifying as disabled is another significant challenge that professionals with SLE face daily. Disclosing their condition often comes with the risk of being labelled as disabled—a term they may not feel comfortable with or ready to accept.

These themes show how hard it is to navigate the balance between being open and protecting oneself, both in professional and social environments.

Beyond the struggle of self-identifying as disabled, individuals fear the organisational stigma that comes with it. Many are concerned about being discriminated against because of their condition, as stigma can lead to biases and unfair treatment, affecting opportunities and career advancement.

Invisible Disabilities: The hidden toll of concealment

The study says most of the time people with SLE voluntarily conceal their medical condition to avoid the risk of being perceived as a liability or a complainer. People mask their illness by faking the image of normalcy or by taking on additional work so that their ability to get work done is not questioned. This struggle to fake normalcy comes at the cost of their health. In general, there is a lack of awareness about SLE and a lack of institutional support at the workplace for conditions like SLE.

This negatively impacts the physical and mental health of the person. But the attempt to hide the medical condition forces people to delay seeking medical help or delay treatment. Fear of judgment—or being seen as a liability— forces individuals to take on extra responsibilities, all while silently managing their condition. This struggle not only impacts their well-being but also perpetuates workplace misconceptions about invisible disabilities. As such, individuals carefully evaluate the consequences of disclosure alongside the potential incentives for doing so.

A Note for Managers

In this study, Prof. Bam applies Freeman’s Stakeholder Theory to organisational culture, highlighting the critical role managers play in fostering inclusive workplaces. The findings emphasize that when managers actively demonstrate empathy and create supportive environments for open discussions about health conditions like Systemic Lupus Erythematosus (SLE), employees are more likely to disclose their condition without fear of stigma.

Conversely, in workplaces where inclusivity is lacking, employees often conceal their illness to avoid being perceived as unreliable or burdensome. This study underscores the urgent need for managers to go beyond policy compliance and cultivate workspaces where disclosure is met with empathy, understanding, and meaningful accommodations, ensuring that employees with chronic conditions can participate fully and equitably in the workplace.

Challenge Systemic Ableism: A call for meaningful inclusion

Managers, whether intentionally or not, can contribute to workplace cultures that discourage employees from disclosing their health conditions. Drawing on Fanon’s concept of “leaning over,” Armand Bam argues that such environments not only reinforce systemic ableism but also pressure individuals with disabilities to suppress their identities in order to fit into dominant workplace norms. To counter this, managers must critically assess whether their organizational practices and policies perpetuate exclusion or create barriers to disclosure.

Actively identifying and dismantling these systemic obstacles is essential in fostering a workplace where employees with chronic illnesses, such as Systemic Lupus Erythematosus (SLE), feel safe, supported, and valued. By reshaping organizational culture through proactive inclusion strategies, managers can move beyond performative diversity efforts and establish truly equitable work environments.

Across the globe, organisational culture needs to evolve, and as managers, we have a responsibility to drive that change. Indeed, this new research highlights how critical it is for organisational culture and managers to support individuals with chronic illnesses, helping them embrace their identity and seek support without hesitation.

To create inclusive workplaces, HR managers could actively implement training programmes that equip supervisors and colleagues to better understand and support employees with chronic conditions. By establishing a safe environment for disclosure, organisations can not only enhance employee engagement but also harness the diverse perspectives and strengths these individuals bring.

Let’s circle back to the start—you’re not alone, and no one is supposed to feel isolated in their challenges. Creating truly inclusive workplaces is a shared responsibility—not just for compliance, but for fostering genuine belonging.

Useful links:

• Link up with Dr. Armand Bam on LinkedIn
• Read a related article:  Empowering youth with disabilities for the job market 
• Discover Stellenbosch Business School, Stellenbosch University
• Apply for the Stellenbosch MBA.

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