![]() ![]() ![]() That wasn’t the only awkward experience McCabe had. “I told them I thought it was great that they cared so much,” she said. When she explained her situation to HR and her colleagues, they said they were sorry if they caused any embarrassment. Her mostly invisible condition, Von Willebrand’s Disease, results in heavy menstrual bleeding, anemia and bruising. “In a previousįortune 500 job, someone called HR because they thought I was being abused,” she told Kimberly McCabe knows all about such reactions she has experienced some good and some bad. Her advice to others with non-visible disabilities is clear: “ Don’t disclose it unless you absolutely have to. “She said she just didn’t think I was quite the right fit,” though Paige was told there were concerns about her safety. Marilyn Heywood Paige was fired just days after her boss noticed that she wore an emergency bracelet indicating that she has epilepsy. Some employees have learned the hard way to be cautious. Employers can create a workplace environment that supports people with disabilities, including employees who have chosen not to disclose their conditions. Such a decision is a personal one, and it probably will be based on the nature of the work environment, the disability and the likelihood that it will impact the workday. Employees with non-visible disabilities face a decision with every new employer, co-worker, boss and client: to disclose or not to disclose. ![]()
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