Hybrid work promised flexibility, comfort, and increased autonomy—and in many ways, it delivered. But amid all the enthusiasm about flexible work schedules and virtual collaboration, a meaningful conversation has remained relatively quiet: how hybrid workplaces affect employees with invisible disabilities.
In this episode of Workplace Whiz, we're joined by Chris Morett, president of Co | Here Campus and Workplace, to shine a spotlight on the often overlooked challenges around accessibility. We'll explore practical steps to create inclusive workplaces where every employee feels genuinely supported.
Hidden Challenges, Real Consequences
Invisible disabilities, ranging from chronic health conditions to neurodivergence, impact millions of employees worldwide. However, because these conditions often aren't immediately apparent, many employees silently navigate barriers in hybrid environments, both at home and in the office.
Together with Chris, we explored the nuanced reality employees face daily—such as sensory sensitivities in changing environments, fatigue from extended virtual meetings, or struggles with disclosure and stigma. Importantly, Chris highlighted that unaddressed accessibility issues don't just affect employee well-being; they affect productivity, retention, and organizational culture.
The False Assumption of Automatic Accessibility
Hybrid work has led to a common misconception that flexible working automatically equates to accessibility. The truth is more complex. Assumptions—like believing remote work inherently accommodates everyone—can unintentionally overlook unique needs. Employees with invisible disabilities often find themselves adapting to unsuitable environments, quietly bearing increased cognitive or physical burdens without adequate support.
Moving Beyond Policies: A Culture of Openness
Open communication is essential. Accessibility can't thrive in isolation; it demands an organizational culture where employees feel comfortable disclosing their needs without fear of stigma. Chris highlighted some practical steps to ensure it, including training managers in inclusive leadership, regularly seeking employee feedback, and proactively communicating that invisible disabilities are valued and understood.
Accessibility Technology as an Enabler, Not a Solution
While technology is a powerful enabler—such as tools enhancing digital accessibility, personalized work profiles, or sensory-friendly workspace adjustments—Chris cautions against seeing technology as the complete solution. Instead, companies must balance technological innovation with human-centric empathy and continuous dialogue.
An Opportunity for Real Inclusivity
Hybrid work presents a unique chance for employers to reflect and redesign workplaces with genuine inclusivity in mind. Rather than being an afterthought, accessibility—especially for employees with invisible disabilities—should be embedded in the hybrid work model from the outset.
To truly understand the depth, nuance, and powerful insights shared in this conversation, we recommend listening to the full podcast episode (on YouTube, Spotify, or Apple Podcasts). It might just change how you approach accessibility in your workplace.
