For many people, disability is still associated with visible physical impairments such as a wheelchair, walking stick or mobility aid. 

Yet millions of people live with conditions that are not immediately apparent. 

Whether someone has autism, ADHD, chronic pain, hearing loss, epilepsy, Crohn’s disease, anxiety, dementia or another long-term health condition, they may appear outwardly well while facing significant daily challenges. 

As awareness of non-visible disabilities grows, so too does the recognition that workplaces and public services must evolve beyond judging needs by appearance alone. 

This is one of the reasons why the Hidden Disabilities Sunflower Scheme has expanded rapidly across the UK and internationally. What began as an initiative in airports is now recognised by thousands of organisations worldwide, helping people discreetly communicate that they may need additional support, understanding or time. 

For employers, the scheme raises an important question. 

How many people are struggling simply because no one realises they need support? 

 

Hidden Disabilities Are More Common Than Many People Realise 

According to the latest UK disability statistics, around 10.4 million working-age adults aged 16 to 64 identify as having a disability or long-term health condition. This represents almost one in four working-age adults in the UK. 

Many of these conditions are not immediately visible. 

Hidden or non-visible disabilities include: 

• Autism  

• ADHD  

• Dyslexia  

• Dyspraxia  

• Hearing loss  

• Visual impairments  

• Epilepsy  

• Diabetes  

• Crohn’s disease  

• Multiple sclerosis  

• Chronic fatigue syndrome (ME/CFS)  

• Fibromyalgia  

• Mental health conditions  

• Long COVID  

• Acquired brain injuries 

Some conditions fluctuate from day to day. 

Someone may appear entirely well while experiencing severe fatigue, sensory overload, chronic pain, dizziness or cognitive difficulties. 

The challenge is that invisible disabilities often remain exactly that. Invisible. 

 

Why Visibility Shapes Assumptions 

People naturally make quick judgements. When someone appears physically healthy, colleagues, customers or managers often assume they require no additional support. Such assumptions can unintentionally create barriers. 

• An employee who needs regular breaks may be viewed as lacking commitment 

• Someone wearing noise-cancelling headphones may be perceived as antisocial rather than managing sensory overload 

• A customer requesting additional time may be seen as indecisive rather than processing information differently 

• An individual avoiding eye contact during conversation may be incorrectly labelled as disengaged or rude 

None of these assumptions reflect capability. They reflect environments that rely on appearance instead of understanding. 

 

What Is the Hidden Disabilities Sunflower Scheme? 

The Hidden Disabilities Sunflower Scheme provides a simple, voluntary way for people with non-visible disabilities to indicate that they may require additional support. 

• Participants wear a green sunflower lanyard, badge, wristband or card 

The symbol does not disclose a person’s medical condition. Instead, it communicates,  

“I may need a little more time, patience or assistance.” 

Participation is entirely voluntary. 

Many people choose to wear the Sunflower because it allows them to request support without repeatedly explaining highly personal medical information. 

 

From Airports to Everyday Life 

The scheme was first introduced at Gatwick Airport in 2016. 

Since then, it has expanded significantly. 

Today it is recognised across: 

• Airports  

• Supermarkets  

• NHS organisations  

• Rail operators  

• Shopping centres  

• Universities  

• Local authorities  

• Emergency services  

• Banks  

• Entertainment venues  

• Hundreds of private employers 

It is now recognised across dozens of countries, making it one of the world’s most widely recognised disability awareness initiatives. 

Its continued growth demonstrates that organisations are becoming more aware that not every disability can be identified through appearance alone. 

 

What Employers Can Learn 

Whether or not an organisation adopts the Sunflower Scheme itself, the principles behind it offer valuable lessons. 

Support should not depend on disclosure 

Many disabled employees report that repeatedly explaining their condition is emotionally exhausting. 

Simple systems that allow support to be provided without repeated disclosure help preserve dignity and reduce anxiety. 

 

Flexibility benefits everyone 

Support is often straightforward. 

Examples include: 

• Allowing additional processing time  

• Providing written information alongside verbal instructions  

• Offering quieter workspaces  

• Adjusting lighting or seating  

• Being flexible around medical appointments or fluctuating health  

These adjustments frequently improve working conditions for everyone, not only disabled employees. 

 

Train people, not just policies 

Managers, reception teams, recruiters and customer-facing staff need the confidence to respond appropriately when someone requests additional support. 

Training enables employees to understand that reasonable adjustments begin with listening rather than assumptions. 

 

Recognition Creates Psychological Safety 

Many people with hidden disabilities spend considerable energy deciding whether to disclose their condition. 

Questions often include: 

“Will people believe me?” 

“Will I be treated differently?” 

“Will this affect my career?” 

When workplaces openly recognise non-visible disabilities, employees are more likely to request support before problems become crises.  

Employees who feel psychologically safe are more likely to contribute ideas, ask questions and remain engaged. Recognition therefore becomes more than an inclusion initiative. 

 

Practical Steps Organisations Can Take Today 

Organisations do not need to wait until they formally adopt a recognition scheme to become more inclusive. 

They can begin by: 

• Raising awareness that not all disabilities are visible.  

• Training managers to respond confidently to requests for reasonable adjustments.  

• Reviewing recruitment and onboarding processes to ensure employees can safely disclose support needs.  

• Introducing workplace adjustment passports so employees do not have to repeatedly explain their circumstances when changing managers or roles.  

• Ensuring wellbeing initiatives include neurodivergent employees and those living with fluctuating or hidden conditions.  

• Creating a culture where asking for support is viewed positively rather than as a sign of weakness.  

Small cultural changes often remove barriers that policies alone cannot. 

 

Recognition Is Only the Beginning 

The Hidden Disabilities Sunflower has become a globally recognised symbol because it communicates a simple but powerful message. 

Not every disability can be seen. 

For employers, this serves as an important reminder. 

Accessibility is about recognising that people experience work differently and creating environments where support is available without judgement benefits all. 

 

What Could Your Organisation Be Missing? 

If a member of your team is living with a disability that cannot be seen, would your managers recognise the signs, or would assumptions prevent them from receiving the support they need? 

How Halo Staffing Can Help 

Halo Staffing helps organisations move beyond awareness and build workplaces where every employee feels recognised, supported and valued. 

As a Disability Confident Leader, we work with employers to review workplace practices, improve recruitment processes, develop inclusive policies and deliver practical disability inclusion strategies. 

Our Disability Confidence for Leaders, Learning Disability Awareness and Disability Equality Awareness courses equip managers, HR professionals and employees with the knowledge and confidence to support colleagues with both visible and non-visible disabilities. Learners gain a practical understanding of the Equality Act 2010, reasonable adjustments and inclusive communication, helping organisations create workplaces where people can perform at their best. 

Whether your organisation is beginning its accessibility journey or working towards becoming a Disability Confident Leader, Halo Staffing can provide the expertise and guidance to help you create a workplace where inclusion is embedded into everyday practice. 

Because true inclusion is not about recognising a sunflower lanyard. It is about ensuring that nobody has to struggle in silence to be understood. 

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