Despite organization’s increased attention to diversity, equity, and inclusion (DEI) and a growing presence of people with invisible disabilities in the workplace, invisible-disabilities-inclusive (IDI) organization remain an under-represented manifestation in practice and under-researched topic in theory. Through problematisation and sense-making lens, we draw a broader conceptualization of IDI organization by integrating existing research on employee engagement, job performance, and inclusive workplace. By proposing an optimal bandwidth of DEI, we contribute to operationalization of diversity practices and to the literature which is silent at present on “how much of DEI”. We then draw a series of hypotheses to inform existing practitioners and future researchers on possible opportunities on IDI workplace. With sustainability increasingly becoming the core concern of businesses, this study will compliment DEI concerns to cultivate sustainable workplaces.
