The narrative unfolds as follows: In 2020, at just 29 years old, Harry Leeming—a spirited, adventurous Scotsman with a background in Formula 1 engineering—contracted long COVID, leading to a significant disruption in his way of life. He faced considerable difficulty getting medical professionals to acknowledge his symptoms, became weary of feeling dismissed, and subsequently co-founded a startup named Visible with Luke Martin-Fuller. Their mission is to assist individuals in comprehending their health conditions more effectively through an application and wearable technology.
Leeming has recounted this experience countless times. However, he emphasizes a crucial aspect that is frequently underestimated: the reason his team has thrived—attracting 50,000 users and securing $1 million in funding in under two years—is their commitment to health- and ability-diversity. They have created a workplace that prioritizes employee health over daily tasks. Leeming argues that the early success of Visible is not merely a byproduct of accommodations or flexible schedules; rather, it is fundamentally tied to its inclusive approach. After all, he and several colleagues are themselves part of the target demographic for their product.
According to Leeming, if your organization is not actively engaged in promoting disability inclusion or in hiring and supporting individuals with disabilities, you are missing out on extraordinary talent. Moreover, you are neglecting a substantial customer base and potentially limiting your profits to just half of their true potential.
Disability inclusion is not only ethical—it’s financially beneficial
Leeming points out that there exists a stigma surrounding the provision of workplace accommodations during the hiring process. Adjusting an office for better accessibility or modifying team culture to offer flexibility to accommodate frequent medical appointments might seem costly or complicated. However, he believes that businesses that overlook inclusion are missing significant opportunities for expansion.
“The actual costs are quite low, while the benefits are immense,” Leeming asserts. Supporting his claim, data reveals that companies leading in disability inclusion generate 1.6 times more revenue and double the profits compared to those who lag behind, as noted in a 2018 report by Accenture and Disability:IN. Additionally, these companies tend to be 25% more productive. “Bringing on talented individuals and making minor accommodations pays off significantly, as they fill essential roles effectively.”
Invisible illnesses and disabilities are more common than you realize
The origin of the app’s name, visible.com, reflects its focus on transparency. Roughly 10% of the U.S. population is estimated to have an invisible disability or illness, which can make it difficult for them to access necessary support. The Visible app, combined with a wearable health tracker, allows users to gather insights about their symptoms and vital signs, enabling them to predict how various activities—such as exercise, work, or stressful events—might affect their energy levels. This proactive approach helps them conserve energy and avert situations that require prolonged recovery.
Ideally, having a founder who is also a key customer is advantageous for product testing. Yet, Leeming is not the sole member of the Visible team living with chronic health issues; he notes that this diversity has been immensely beneficial for the company. “I believe having team members who are part of our target audience has accelerated our growth,” he explains.
According to the World Health Organization, approximately 1.3 billion people, or 1 in 6 globally, experience some form of disability. If your organization lacks individuals who can identify enhancements for product or service accessibility, you might be alienating millions of potential customers loyal to your brand.
Optimizing workday productivity
The Visible team, which spans across the United States and the United Kingdom, includes several members with chronic illnesses. As a result, they rely on tools like Slack, voice notes, and Loom for video messaging to minimize live meetings. According to Leeming, most team members participate in only one organized meeting each week, allowing them to work according to their health requirements. Their system leans heavily on Slack status updates, informing colleagues when someone is taking time away from their screens.
“Our processes are minimal,” Leeming states. “We primarily depend on trust in our hiring choices—ensuring employees can take breaks when necessary. They can update their Slack status to show when they’re taking time off.” Team members are free to rest, go for a stroll, or address personal needs as they arise.
Limiting meetings means, “there’s no pressure to respond immediately,” Leeming notes. “Team members can reply to messages at their convenience, and we have not found this to impede our progress. Urgent needs rarely arise that necessitate instantaneous responses.”
Stay ahead of the curve with inclusive workplace policies
Visible operates out of the United Kingdom, which, alongside several other countries, may soon establish legislation enforcing a more relaxed approach to management. In nations such as Australia, France, Portugal, and Spain, workers are entitled to disregard after-hours communications from their supervisors. In the U.K., employees now have the right to request flexible working arrangements. By adapting proactively now, you can become a pioneer in your field—not merely in response to legal requirements. Research indicates that employees benefit significantly from the flexibility to address health, personal, or family commitments, leading to higher satisfaction and productivity.
Chronically Capable: A valuable resource for workplace disability inclusion
Leeming highlights Chronically Capable as an excellent resource for both employers and job seekers. This inclusive job board was co-founded by Hannah Olson, who had to leave her dream job due to conflicts with essential treatment for Lyme disease. Chronically Capable aims to reduce the stigma associated with chronic illness and disability while connecting job seekers with companies dedicated to inclusivity and accommodation.
