Employment of Individuals with Invisible Disabilities in Kenya

In Kenya, the conversation on disability has often focused on visible impairments such as
mobility, hearing, or vision. Yet, a growing number of Kenyans live with invisible disabilities.
These include chronic health conditions, mental health challenges, neurological differences, and
other non-apparent impairments that may not be immediately obvious to an employer or
colleague. While these conditions remain unseen, their impact on work, productivity, and
wellbeing is real.

As society becomes more aware of disability inclusion, there is a need to pay closer attention to
invisible disabilities within the employment landscape. Many individuals in this category are
highly skilled, resilient, and motivated. However, they often face unique barriers because their
needs are misunderstood or overlooked. In recruitment, for example, an individual may be
unfairly judged when they request flexibility in working hours or additional time during an
interview process. Such requests are sometimes dismissed, not because they are unreasonable,
but because the nature of the disability is not understood.

Furthermore, stigma surrounding invisible disabilities continues to hold many backs. Colleagues
and supervisors may assume that a person is exaggerating or simply not committed to their work.
As a result, employees often choose to remain silent about their conditions, fearing judgment,
discrimination, or even job loss. This silence creates missed opportunities, not only for the
individual but also for employers who lose out on diverse talent and perspectives.

As Riziki source, we have learned to move forward, employers in Kenya must embrace the
principle of reasonable accommodation. This does not necessarily mean expensive adjustments.
On the contrary, it often involves small, practical steps that make the work environment more
inclusive. For instance, offering flexible working hours, allowing breaks when needed, or
providing the option to work remotely can make a significant difference. Similarly, ensuring
quiet spaces in the office, adopting clear communication styles, and providing written
instructions for tasks can support employees who process information differently.
In addition, it is important to cultivate a workplace culture of trust and confidentiality.

Employees should feel safe to disclose their conditions without fear of being judged. When
managers lead with empathy and listen actively, they create an environment where workers can
thrive. Training sessions for human resource teams and line managers are also valuable, as they
build awareness about different forms of disability and promote appropriate responses.
Thru our flood ship project of training the employers and organizing round table forums we are
able to inculcate these best practiced.

Equally important is the role of government, civil society, and the private sector in reinforcing
policies that support reasonable accommodation. By harmonizing legal frameworks with
workplace practices, Kenya can create a stronger culture of inclusion. Organizations that champion this cause not only comply with the law but also strengthen their reputation, attract
diverse talent, and foster innovation.

On November 27th and 28th, 2025 we are hosting the first disability employment summit at Institute of Monetary Studies, formerly KSMS where key stakeholders in the disability employment will be sharing the innovative ways of ensuring persons with visible disabilities are part foot, he workforce.

As Kenya continues to build an inclusive society, the employment of individuals with invisible
disabilities must not be left behind. Employers have the power to transform workplaces into
spaces of dignity and opportunity. Through understanding, flexibility, and reasonable
accommodation, invisible disabilities can become visible only in terms of the value, creativity,
and excellence they add to the workforce.