Discover the facts about the Sunflower

The Hidden Disabilities Sunflower encourages inclusivity and understanding for individuals with non-visible disabilities. By adopting this program, companies are encouraged to foster a welcoming, psychologically safe and accessible workplace while demonstrating their commitment to disability inclusion. Below, we address key questions employers might have and outline best practices.

 

The Hidden Disabilities Sunflower

What is it?

The Hidden Disabilities Sunflower is a symbol to signal that the wearer may have a non-visible disability. By wearing it, individuals can subtly communicate that they may need extra support, time, space, or understanding in public or professional spaces.

 

Is it a legal document or certification?

No. It is a way to promote awareness and encourage inclusivity. The program uses the Sunflower symbol (often worn as a lanyard but also available as a wristband or badge) to enable individuals to discreetly and voluntarily communicate that they have a disability, condition or neurodivergence that is not immediately apparent to others. It’s a request for understanding, patience, space or support in public or professional spaces.

 

Will employees wearing the Sunflower symbol receive different treatment?

No. Wearing the Sunflower symbol indicates that the wearer may need a helping hand, more space, time or understanding. Employees with the Sunflower symbol must be treated equally in all workplace matters, including hiring, promotions, and access to services.

 

Can employees be required to wear the Sunflower at work?

No. Participation in the Hidden Disabilities Sunflower program must be entirely voluntary. Employees should never feel pressured to disclose their disability or wear the Sunflower.

 

Should workplaces recognize or support the Hidden Disabilities Sunflower lanyard?

Yes. The Sunflower lanyard isn’t a formal accommodation, but it’s a simple and effective way for workplaces to demonstrate their commitment to disability inclusion. By recognizing the lanyard, employers can help create a psychologically safe environment where employees with non-apparent disabilities feel respected, understood, and supported..

 

The Sunflower and disclosure

Does wearing the Sunflower lanyard mean an employee must disclose their disability?

No, wearing the Sunflower lanyard doesn’t require an employee to disclose their disability. The program is there to support individuals with non-visible disabilities, and using the lanyard is entirely their choice. It’s meant to be a discreet way to raise awareness and foster an inclusive environment where people feel comfortable and respected. .

 

Reasonable accomodations and the Sunflower

Does the Sunflower qualify as a formal reasonable accommodation under the law?

No. The Sunflower lanyard is not classified as a reasonable accommodation. A reasonable accommodation refers to adjustments or modifications made by an employer to help an individual with a disability perform their job duties. The lanyard is a visual indicator and awareness tool rather than a legal or formal accommodation. .

 

Can employers use the Sunflower lanyard to fulfil accommodation responsibilities?

Employers cannot use the lanyard as a substitute for reasonable accommodations. They must tailor accommodations to the employee’s needs, determined through open discussions with the individual and HR representatives. These accommodations are often documented in compliance with legal requirements. .

 

Why is the Sunflower lanyard essential even though it’s not a legal accommodation?

The Sunflower lanyard plays a vital role in disability inclusion. It fosters awareness and compassion while creating a more understanding workplace and community culture. It’s not about compliance but taking proactive steps toward inclusivity.