Are you sure that is the case?
My company includes physical abilities as a key part of its diversity initiatives. I work with a principle engineer who uses an electric wheelchair. I am not aware of any well run diversity effort that does not include physical ability. Check with your company's diversity rep to see if they don't have physical ability as part of it. I would be surprised if they did not.
Sometimes the accommodations are just as hidden as the disability. Things like giving people flexibility about when they come and go at work, or putting someone's desk in a different location (near windows, or away from windows).
I admit that some folks specialize in physical manifestations of ADA (wheelchair ramps, elevators, bathrooms). In some sense, these are easier problems to solve -- you just need to pay a contractor to build a thing on the building. Accommodating hidden disabilities often requires getting people on a team to change their behavior or response to a behavior; a much harder problem.
