Many employees have invisible disabilities, including those with brain injuries, that managers may not be aware of. So how can we best support something that may not be obvious?
According to the Brain Injury Association of America (BIAA) each year 3.6 million Americans sustain a brain injury. Although some injuries may be mild, others have long-term effects. It’s estimated that more than 5 million people in the US currently live with a permanent brain injury-related disability; that equates to one in 60 Americans.
So what can managers do to support employees with brain injuries?
First, look at your culture. Do you support individuals with various needs? Is the atmosphere conducive to employees feeling comfortable talking about a subject that may be difficult to broach? Have you made it clear that you’re willing to actively listen and support staff wherever possible or is there concern that bringing up an issue could lead to performance questions and/or disciplinary actions?
Have you made accommodations for any employees and/or made it clear to your staff that status quo isn’t the only way to work in your team? As a leader, you should encourage staff to communicate and work together. For daily work/projects, encourage employees to talk about struggles related to the work (not just the successes), making it clear that none of us have all the answers and we can be more productive working together.
By encouraging communication, you’re opening a door to an employee who may be struggling with a need. Maybe they need a quiet environment for certain aspects of their work so access to an isolated desk/office may help. If an employee gets overwhelmed, help them feel comfortable stepping away to get emotions under control if possible. And when someone needs to find a quiet place or whatever, make sure other employees support this and don't display resentment or question why this person is getting “better” treatment.
There are various programs and resources for individuals with brain injuries, but it’s often a struggle to find necessary assistance and/or funding. Being supportive at work certainly helps. For additional information and to provide national support, please reach out to the BIAA at biausa.org.
It is in all our best interests to find ways to help our employees and future employees be as productive and supported as possible.
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