Supporting employees in the 5 stages of adjustment to disability
Learn about the five stages of adjustment to disability and how you can support employees through change.
Published: August 14, 2024 | by Natasha K. A. Wiebusch, Brightmine Marketing Content Manager
People with disabilities make up a large portion of the US workforce. And in many cases, they’re more common than employers even realize. According to the Boston Consulting group, 25% of employees have a disability or a medical condition that limits a major life activity. However, employers estimate only 4% to 7% of their workforce has a disability.
Employers may not only underestimate how many employees have disabilities. They may also not realize how many employees develop a disability during their career. Serious injuries, illnesses and autoimmune diseases can all rise to the level of a disability, creating difficult new obstacles for employees.
To help support employees going through these changes it’s important to understand their journey. In this article, you’ll learn about the five stages of adjustment to disability and how you can support adjusting employees.
Understanding the 5 stages of adjustment to disability
Adjusting to a disability is, in many ways, a grieving process. Employees must navigate the grief and loss of their life before they had the disability. Because of the similarities, many frame the five stages of adjustment to disability within Elisabeth Kübler-Ross’s model for grief.
Under this model, the five stages of grief are denial, anger, bargaining, depression and acceptance. Though individuals often experience these stages in that order, that’s not always the case. They may experience them in a different order and they may experience a few stages at once, according to Kübler-Ross.
Applying this model, employees who have acquired a disability are likely to experience the following:
1. Denial
The first stage of adjustment for an employee is denial. When an employee first becomes aware that they have a disability, they’re likely to be in a state of disbelief and shock. They may not accept that they have a disability, and instead decide to focus on an alternate, better reality.
People in the first stage of adjustment may not express a lot of emotions as a result of their diagnosis. This is because, initially, they may feel numb to the diagnosis. They haven’t had enough time to process the changes they’re experiencing.
2. Anger
The second stage of adjustment to disability is anger. This stage occurs once an employee accepts that they can no longer remain in denial. They’re likely to feel upset and frustrated by the changes the disability is causing.
During this stage, an employee may experience new difficulties at work. Because the disability is new, they likely won’t have the tools or resources to manage these new challenges. They may not even know which questions to ask, much less what support they can receive.
3. Bargaining
The third stage of adjustment is bargaining. At this stage, an employee has had time to consider their new disability and its impact on their life. However, they may believe that the disability is not permanent and have hopes that they will recover. They may also begin drawing comparisons or devaluing their loss to cope.
Depending on the form of disability, an employee may have a good prognosis for recovery. For example, an employee may suffer a spinal cord injury that impacts their ability to walk for a long period of time. However, depending on the severity, they may be able to recover. Employees in the bargaining stage may focus on this potential recovery.
4. Depression
The third stage of adjusting to a new disability is depression and withdrawal. An employee at this stage has come to understand that acquiring a disability means long-term, if not permanent, change to their life. Not being able to continue their life as they have before can cause a deep sadness.
At this stage, an employee may find it difficult to motivate themselves to come to work or complete tasks. They may also withdraw from social situations at work or feel less inclined to participate in meetings. Feelings of depression can lead to disengagement, and in some cases, attrition.
5. Acceptance
Disability acceptance is the final stage of adjusting to a new disability. When an employee accepts their disability, they’ve come to accept their new reality. Some struggle to reach acceptance more than others. Their support system and coping strategies will influence their journey to this stage.
An employee with a good support system is more likely to reach acceptance. With the right support, an employee can begin integrating their disability into how they work. They can also explore accommodations and other resources to help them manage their work and daily life.
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Supporting employees with a new disability
The unemployment rate among people with disabilities is still about twice as high as the rate for those without a disability. The reasons for this vary. Often, employees with disabilities feel unsupported or don’t have the resources they need. They may also experience discrimination, and their co-workers and managers may misunderstand their disability.
Beyond unemployment, the struggles employees with disabilities experience at work often impact their careers. These struggles can be even more pronounced when employees are adjusting to a new disability. To support these employees and prevent attrition, consider the following tips:
- Ensure your DEI strategy directly addresses support for employees with disabilities.
- Audit your organization for disability inclusiveness and accessibility.
- Highlight support for employees with disabilities in onboarding.
- Practice inclusive communication at work.
- Ensure your managers and HR team have a clear understanding of disability leave, including long-term leave.
- Provide training on psychological safety, neurodiversity, accessibility and other related topics.
Meet employees where they’re at
In addition to improving the workplace, it’s important to remember that employees adjusting to a new disability will experience different emotions at different stages of their journey. And, though HR or managers may want to help by discussing options or making adjustments right away, employees may need more time.
To support employees at whatever stage of adjustment they’re in, work to meet them where they’re at. Instead of making suggestions or coming up with solutions, ask them what they need in that moment.
Learn more
According to Boston Consulting Group’s research, as many as one in four of your employees may have a disability. Many of these employees will need to navigate their new disability while working for your organization. Without adequate support, these employees may be more likely to underperform, disengage from work or even leave.
Learn more about supporting employees with disabilities through the Brightmine HR & Compliance Center, formerly XpertHR tools and resources.
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About the author
Natasha K. A. Wiebusch
Marketing Content Manager, Brightmine
Natasha K. A. Wiebusch is the marketing content manager at Brightmine. Before transitioning to the marketing team, she covered a variety of topics as a Brightmine legal editor, including benefits, compensation, workplace flexibility, and the future of work.
Natasha holds a Bachelor of Science in communication science and rhetorical studies from the University of Wisconsin – Madison and a juris doctor from the University of Wisconsin Law School. Prior to joining Brightmine, Natasha was a practicing attorney and HR compliance and training specialist.
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