Disability as a variable and fluid experience

In the past, disability has often been discussed as a single, homogenous category of people with widely varying functional limitations yet often assumed to have similar experiences. Although the discussions in the academic literature are progressing beyond this simplistic conceptualization, there is still important nuance to add to this conversation to inform both research and organizational practices. Disability is not a simple identity or consistent experience between or within employees in the workplace. Disability experience is better described as fluid with considerable variability as a function of the specific disability, the person experiencing the disability, and features of the work environment. Moreover, the disability experience is not limited to a set of features or symptoms; it includes a complex process of defining it as part of one’s identity and deciding how to present that identity to others. Importantly, employees might not be consistently aware of the disability features and identity as the experiences vary in relevance across time and situation. This fluidity may contribute to inconsistency in how, when, and to whom employees disclose their disability at work. The following discussion outlines the many factors that contribute to variability in the disability experience and identity management for employees in the workplace. To better support employees with disabilities, employing organizations should consider the variability in disability experience and how it connects to the way employees manage their identities at work. Implications for workplace disability measurement and supporting policies are discussed.