Staff with non-apparent disabilities

Understanding the many forms of disability, beyond the visible, is essential to fostering an inclusive workplace where everyone feels empowered to thrive. A significant proportion of staff with disability have non-apparent conditions that may not be immediately visually obvious.

Non-apparent (also called hidden, invisible, or non-visible) disabilities are conditions that fall under accepted definitions of disability. This absence of visual cues does not mean that the disability is less real, or the impact is lesser, or that the intention is to hide or be hidden.

A great many people live with non-apparent disability; there are hundreds of types of disabilities that can be described as non-apparent.

Examples of non-apparent disabilities

Visit the Hidden Disabilities Sunflower website to learn more about some individual types of hidden disability.

Understanding barriers for people with non-apparent disabilities

Applying a social model of disability, we understand that disability is not just about a person's condition, it is also about the barriers in society that prevent full participation in work and life. These include physical, structural, or attitudinal barriers to inclusion.

For people with non-apparent or hidden disabilities, these challenges can be quite complex.

Living with a non-apparent disability can make navigating the workplace especially challenging, particularly when managers or colleagues may not recognise or understand the effects of the disability simply because it is not visible. This lack of awareness can create barriers to inclusion, support and full participation at work.

It is this misunderstanding, and the overlooking of the real impact a non-apparent disability can have, that often makes living with a non-apparent disability even more difficult. The person may face the additional burden of self advocacy and education of their colleagues and managers. Alternatively, they may choose to keep their disability hidden and attempt to work without the support of an enabling environment. Both choices are likely to create additional challenges for the staff member, challenges which can be lessened or removed if enabling structures are in place in the workplace.

Disability confidence in the workplace

Demonstrating disability confidence and allyship is one of the most powerful ways to foster inclusivity at Monash, and to enable all staff to feel valued and welcome at work. It begins with self-education - understanding the experiences and challenges faced by others, but it also involves taking concrete steps. There are a range of actions you and your team can take to remove barriers to inclusion in your workplace. These include:

Education is the beginning of allyship. Staff should take the initiative to learn about disability without placing the burden on those living with a disability. Monash offers Disability Confidence Training [staff only] and staff can access a training video on hidden disabilities here [staff only]. There are also a range of helpful resources on our Staff Equity Toolkit [staff only] that can be accessed at any time.
Additionally, Monash is a member of Diversity Council Australia, giving staff access to their comprehensive range of resources to support inclusion at all levels of the organisation.
Develop active listening skills as part of your professional development. This is a valuable, transferable skill where listeners demonstrate their deep engagement with the speaker using both verbal and non-verbal cues.
Demonstrating your workplace is a safe and inclusive space can take many forms, like wearing the hidden disabilities sunflower lanyard, pins, applying sunflower meeting backgrounds (download here), or hanging the disability pride flag. Organising disability confidence training for your team or unit is another powerful way to show active allyship.
A truly safe working environment is also built through interpersonal actions, such as believing staff who disclose their disability, responding without judgement, and working collaboratively to create a workplace where everyone can thrive.

For additional information and support, you can also contact your HR Business Partner [staff only], and review Monash’s policies and procedures. Please refer to the Support for Staff webpage for more information.

Hidden Disabilities Sunflower

Monash are proud to take part in the Hidden Disabilities Sunflower scheme to support staff and students with non-apparent disabilities. The Hidden Disabilities Sunflower is a simple yet effective way of communicating a non-visible disability, without explaining it every time you need assistance. The Sunflower lets others know about a disability, condition or chronic illness that isn't immediately apparent. It can signal someone might need extra help, understanding or patience.

Monash University supports the Hidden Disabilities Sunflower Initiative as part of its commitment to build communities that are accessible, inclusive and equitable (see our Impact 2030 Strategic Plan and Disability and Accessibility Action Plan 2024-2030).

Access an overview video here (48 seconds).

Become a supporter

Staff can complete a short online training session (around 5 minutes) to become a Sunflower Supporter. The training will help you recognise hidden disabilities, and give you the tools and confidence you need to offer your support.

Once you’ve completed the training, you’ll receive an email from Staff Disability Support in Staff Equity, Diversity and Inclusion, Monash HR with:

Resources including email badge and zoom background;
A form to request which suits you: Sunflower Supporter pin, lanyard or wristband supplied at no cost to you, and where we can mail your choice.

By displaying your training completion, you demonstrate your understanding and that you support staff and students with hidden disabilities. For more information, check out the official Hidden Disabilities Sunflower website.

Contact details

Staff Equity, Diversity and Inclusion
Monash HR
Email: staff-disability@monash.edu