We use data from the first phase of a longitudinal national survey of lawyers in the USA to estimate the odds of disclosing disability to co-workers, management, and clients using proportional odds models. We also investigate the role of other individual characteristics, such as sexual orientation, gender identity, race/ethnicity, age, and job-related characteristics, in willingness to disclose. The current study accounts for the effect of visibility of disability, onset and type of disability, and whether the lawyer has made an accommodation request. ![]() Given the training and experience of lawyers, we assumed that a study of lawyers’ willingness to disclose disability in the workplace would provide an example of the actions of a group knowledgeable about disability law. These results indicate that persons with invisible disabilities are in a vulnerable position despite the fact that working life in Sweden is relatively well-regulated. The analysis shows how practices, experiences and understandings regarding disclosure differ between the two groups of informants – differences that lead to dilemmas for the persons with invisible disabilities. The article draws on qualitative, in-depth interviews with 10 persons with invisible disabilities and seven persons who – in their professional work as employers, HR managers, medical doctors or psychologists in the occupational healthcare – regularly have dealings with persons with invisible disabilities. The present article contributes in-depth knowledge of practices, experiences and understandings that affect the work situation for people with invisible disabilities in a Swedish context. However, little is known about the situation persons with invisible disabilities face at work, as empirical studies are scarce. ![]() Invisible disabilities involve dilemmas that differentiate them from visible disabilities.
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