Developing an Inclusive Organizational Culture and Employee Engagement System

This article examines the challenges and strategies for supporting employees with invisible disabilities in the workplace, focusing on a case study of Global IT Consulting, Inc. (Global), a management and IT consulting firm. In 2024, Global discovered that 40% of its workforce reported having invisible disabilities such as ADHD, dyslexia, anxiety, and depression. This revelation highlighted the urgent need for comprehensive organizational support systems tailored to these employees’ needs. The research employs a narrative literature review to analyze current practices and theories related to workplace inclusivity for individuals with invisible disabilities. Key findings emphasize the importance of creating psychologically safe environments, implementing universal design principles, and shifting organizational perspectives using the Social Model of Disability. This article also explores the application of change management models, such as Lewin’s Change Management Model and Bridges’ Transition Model to foster inclusivity. This paper concludes that organizations can significantly improve employee well-being, productivity, and overall performance by implementing strategies that recognize, support, and empower employees with invisible disabilities. These strategies include awareness training, customized support, adaptive hiring practices, and inclusive communication methods. The findings have implications for human resource management, organizational culture, and diversity and inclusion initiatives in modern workplaces.