02/11/2026
How can we better support colleagues whose disabilities aren’t immediately apparent?
Our founder and CEO Kume-Holland recently returned to to explore invisible disabilities in the workplace, building on our Disability Awareness training earlier this year.
The session explored how assumptions about disability can shape someone’s working life: whether their needs are taken seriously, whether they feel comfortable asking for support, and whether they’re considered for opportunities to progress.
Appearing to cope can hide the effort it takes to get through the working day. And needing breaks, flexibility or a different way of communicating tells us little about someone’s capability or commitment.
So what can all colleagues and managers do?
• Question assumptions about what disability looks like and how ‘good work’ gets done.
• Ask the individual what would help, focusing on barriers and practical support.
• Offer support proactively, and help agreed adjustments carry across teams.
• Make everyday communication clearer: share information before meetings, follow up instructions in writing and be specific about priorities and deadlines.
• Keep opportunities open. Someone’s need for adjustments shouldn’t limit what we imagine they can achieve.
Thank you to Bristows and the Disability and Neurodiversity Committee for welcoming Beth back for this conversation.
With Disability History Month fast approaching, we’re supporting organisations to turn greater understanding into practical changes through training and wider support grounded in lived experience and deep expertise.
To discuss an initial Lunch and Learn session for your team, contact [email protected].
ID: Beth sits on a stool smiling in front of a title slide that reads ‘Invisible Disabilities in the Workplace with Bristows logo and a headshot in the background.
