Workplace Accommodations for People with Disabilities: National Health Interview Survey Disability Supplement, 1994–1995 (original) (raw)
Related papers
Disability Phenotypes and Job Accommodations Utilization Among People with Physical Disability
Journal of Occupational Rehabilitation
Purpose People with disabilities (PWD) are less likely to be employed than those without disabilities. Reasonable job accommodations are an essential factor for ensuring equal access to jobs for PWD. However, use of job accommodation is less than optimal among PWD with various types of disabilities. Sometimes, PWD have co-occurring impairments, which might affect accommodation use. This research aimed to explore disability phenotypes, frequently used accommodations, and employee-and job-related factors associated with the extent of job accommodation use. Methods A cross-sectional online survey of PWD was conducted in the Midwest region of the United States. Latent class analyses were used to identify disability phenotypes. Descriptive analysis and stepwise Poisson regression were used to identify factors associated with job accommodation use. Results A total of 326 PWD with work experience after acquiring a disability were included in this analysis. We identified three disability phenotypes: (1) Severe disability in cognitive, physical, emotional, communication and visual domains (32%), (2) Moderate cognitive and low physical disability (48%), and (3) High physical disability phenotypes (20%). 80% of PWD received at least one accommodation. Flexible working schedules, telework, and access to a support person in the workplace were the most common accommodations. Employee-(age, disability phenotypes, motor function) and job-related factors (job preparation, self-employment) are associated dependently with accommodation use. Conclusion This analysis identifies three disability phenotypes and highlights both employee-and job-related factors associated with accommodations used. It may be beneficial to consider multiple contextual factors, including co-occurring disability, employee-and job-related factors, when assisting people with job accommodations.
Journal of Workplace Rights, 2009
Although the Americans with Disabilities Act (ADA) was enacted nearly two decades ago, it has not provided many of the expected benefits to disabled individuals, and it appears that reluctance to request accommodations is part of the problem . Baldridge and Veiga (2001) provided a framework for examining the reasons why individuals with disabilities might fail to request needed accommodations. The current study tested a model based on this framework, examining the factors that affect whether individuals with disabilities request needed accommodations. The results indicate that personal assessments (i.e., concerns about requesting accommodations) mediate the relationship between perceptions of university culture and the likelihood of requesting future accommodations. Importantly, past accommodation request was the strongest predictor of future accommodation request likelihood and also predicted perceptions of university culture, indicating that past experiences in requesting accommodations directly and indirectly shape individuals' likelihood of requesting accommodations in the future. Additionally, certain personality traits (e.g., emotional stability, agreeableness) as well as knowledge of the ADA may indirectly influence accommodation request likelihood. Strategies for increasing the likelihood of requests for accommodations, including approaches to use when requesting accommodations from employers, are provided.
Work
BACKGROUND: Research has long documented the low cost and effectiveness of most workplace accommodations to enable qualified people with disabilities to seek, secure, and maintain employment. OBJECTIVE AND METHOD: RETAIN Kentucky’s return to work and stay at work intervention involves focused training for participants on requesting needed accommodations from their employers. RESULTS: In this article, we describe the win-win approach to reasonable accommodations, which serves as the basis for helping Kentuckians with disabilities identify and request on-the-job supports to aid in their efforts to remain in the workforce. CONCLUSIONS: Workers with disabilities are more likely to stay in the workforce and continue making valuable contributions to the national and global economies if they have effective accommodations and other employment supports available to them.
Rehabilitation Counseling Bulletin, 2013
ABSTRACT Job accommodation is a multifaceted and interactive process. Stakeholder groups (i.e., employees with disabilities, employers, and in some cases service providers) make decisions about requesting or providing job accommodations based on multiple factors in this process. An understanding of stakeholder differences in their perceptions of these factors may mitigate the myths and misconceptions about accommodations, and facilitate the accommodation process. Stakeholder perspectives on the importance of factors involved in the accommodation process are compared. How these perceptions may affect the likelihood of requesting or providing accommodations is discussed, along with the implications for rehabilitation professionals.
BMC Public Health
Background The aims of this study were: (1) to explore the frequency of discrepancies in work accommodations reported by workers and their supervisors, and (2) to investigate whether these discrepancies are associated with full return to work (RTW). Methods We used data from a longitudinal survey study of long-term sick-listed workers and their supervisors (n = 406). Discrepancies in reports on implementing eight types of work accommodations were explored. Logistic regression analyses were conducted to test associations between discrepancies in reported work accommodations and odds of full RTW 27 months after the sick-leave onset. Results Discrepancies were the lowest for the work accommodation therapeutic RTW (53%) and the highest (85%) for job training or education and reimbursement of therapy or treatment. Four out of eight types of work accommodations were more often reported by workers than by their supervisors. Only a discrepancy on a job reassignment within the organization w...
Accommodating Employees With and Without Disabilities
Human Resource Management, 2014
Efforts to recruit and retain employees with disabilities are often tempered by employers' concerns over potential workplace accommodation costs. This study reports on accommodations requested and granted in intensive case studies of eight companies, based on more than 5,000 employee and manager surveys, and interviews and focus groups with 128 managers and employees with disabilities. Two unique contributions are that we analyze accommodations for employees without disabilities as well as for those with disabilities, and compare perspectives on accommodation costs and benefi ts among employees, their coworkers, and their managers. We fi nd people with disabilities are more likely than those without disabilities to request accommodations, but the types of accommodations requested and the reported costs and benefi ts are similar for disability and non-disability accommodations. In particular, fears of high accommodation costs and negative reactions of coworkers are not realized; all groups tend to report generally positive coworker reactions. Multilevel models indicate granting accommodations has positive spillover effects on attitudes of coworkers, as well as a positive effect on attitudes of requesting employees, but only when coworkers are supportive. Consistent with recent theorizing and other studies, our results suggest the benefi ts from a corporate culture of fl exibility and attention to the individualized needs of employees.
Predictors of Employer-Sponsored Disability Accommodation Requesting in the Workplace
Canadian Journal of Disability Studies, 2016
Employer-sponsored disability accommodation is contingent upon employees being willing to request such accommodation. This paper examines individual, organizational, and institutional predictors of accommodation requests among adult workers with disabilities using data collected from 5,418 respondents to a Statistics Canada post-census survey. The Theory of Planned Behavior provides a frame of reference to develop a series of hypotheses about how each type of predictor influences accommodation requests. One key finding is that different predictors are significant for each category of accommodation. Another important finding is that individual variables directly related to disability accounted for greater variance in requesting than other aspects of personal identity, organizational factors or institutional considerations. There was some evidence of decision-making based on attitudes, specifically fear of stigmatization. However, the data suggest that norms in the form of industry and occupation-specific logics are also salient influencers. Meanwhile institutional forces meant to act as behavioral controls, such as legislation and union protection, do not seem to have the intended influence on accommodation requesting. This suggests that other forms of intervention, such as community education, may be required to encourage the requesting of needed workplace accommodation.
The Americans with Disabilities Act of 1990 and Injured Workers
2011
This brochure is one of a series on human resources practices and workplace accommodations for persons with disabilities edited by Susanne M. Bruyère, Ph.D., CRC, Director, Employment and Disability Institute, Cornell University ILR School. This brochure was originally written in 1997 by Professor Bruce Growick, the Ohio State University, and reviewed and updated September, 2001 by Sheila D. Duston, an