Invisible disabilities are often misunderstood. Many people tend to think of disability in terms of what they can see, such as a wheelchair, a cane or a guide dog. But what are invisible disabilities?
Invisible disabilities can include things like ADHD, autism, chronic pain, hearing or vision loss, neurological disorders, or mental health challenges. These disabilities don't always announce themselves to the outside world, but they are very real for the people who live with them every day.
Various advocates suggest that as many as nine in ten people with disability live with a disability that is not immediately visible. That means most of the time, we cannot tell what someone is managing just by looking at them. This invisibility can create barriers such as disbelief, stigma, and the fear of being judged if someone asks for support.
That is why awareness symbols like the Hidden Disabilities Sunflower have become so powerful. A simple sunflower lanyard or card lets someone quietly signal that they may need extra time, patience or understanding. For me, it’s a reminder that inclusion isn’t about what we notice on the surface but about choosing compassion in every interaction.
At Castle, we see the impact of invisible disabilities every day through our work in Disability Employment Services and the NDIS. Many of our participants live with conditions they may not feel comfortable disclosing to employers or peers. Success in employment often depends not on disclosure itself, but on whether the workplace is flexible, safe and respectful. Sometimes, a small adjustment such as flexible hours, clearer communication, or a quiet space to recharge can make all the difference.
One area where this is especially clear is neurodivergence. For example, around one in twenty Australians live with ADHD, each with their own unique strengths and challenges. For some, it brings creativity, innovation and the ability to see solutions others might miss. For others, it creates difficulties with organisation or focus in traditional workplaces.
Lochlan and Castle Employment Support Officer Amy
Lochlan’s story at Castle shows what this can look like in practice. He lives with autism, ADHD and depression, and struggled to find workplaces that truly fit. With the right support and environment, he is now thriving in his role as a trainee at Martha Café, where his determination and strengths are recognised and valued.
When workplaces only see the challenges, they miss the strengths. But when they adapt and support, they unlock incredible potential.
I am proud that Castle is a place where these stories play out every day, like when a participant finds meaningful work with an employer who values their strengths, a colleague offers understanding without judgment, or a support worker adapts services to meet needs that may not be obvious at first glance. These are the ways inclusion is lived, not just spoken.
Invisible Disabilities Week is a timely reminder that what we cannot see can still matter deeply. And the more we build workplaces and communities that choose understanding over assumption, the stronger and more inclusive they become.