Assistive Technology's Potential to Improve Employment of People with Disabilities.

PURPOSE: This study investigates how access to assistive technologies affects employment and earnings among people with disabilities. METHODS: We first document employment and earnings gaps associated with specific impairments and activity limitations using 2017-2021 American Community Survey and 2014 Survey of Income and Program Participation data. We then use accommodations data from the 2012, 2019, and 2021 Current Population Survey (CPS) Disability Supplements to examine employment and earnings growth for people with disabilities related both to any, and to technology-based, accommodations. We also provide short descriptions of three developing assistive technologies that assist people with upper body impairments, visual impairments, and anxiety conditions. RESULTS: Almost all impairments and activity limitations are linked to lower employment and earnings, with especially low employment among people with mobility impairments and particularly low earnings among those with cognitive impairments. About one-tenth of workers with disabilities received any accommodations, and 3-4% received equipment-based accommodations in the 2012-2021 period; these figures increased slightly over the period. The occupations with the highest disability accommodations rates had greater disability employment growth from 2012 to 2021, but disability pay gaps did not decrease more in these occupations. The three developing assistive technologies we describe illustrate the potential to reduce the estimated employment and earnings deficits. CONCLUSION: Assistive technology accommodations have potential for improving employment outcomes for people with disabilities.

Telework during the pandemic: Patterns, challenges, and opportunities for people with disabilities.

BACKGROUND: Telework has benefits for many people with disabilities. The pandemic may create new employment opportunities for people with disabilities by increasing employer acceptance of telework, but this crucially depends on the occupational structure. OBJECTIVE: We compare people with and without disabilities in the expansion of telework as the pandemic began, and the evolution of telework during the pandemic. METHODS: We use U.S. data from the American Community Survey from 2008 to 2020 and the Current Population Survey over May 2020 to April 2022 period. Prevalence and trends are analyzed using linear probability and multinomial logit regressions. RESULTS: While workers with disabilities were more likely than those without disabilities to telework before the pandemic, they were less likely to telework during the pandemic. The occupational distribution accounts for most of this difference. Tight labor markets, as measured by state unemployment rates, particularly favor people with disabilities obtaining telework jobs. While people with cognitive/mental health and mobility impairments were the most likely to telework during the pandemic, tight labor markets especially favored the expansion of telework for people with vision impairments and difficulty with daily activities inside the home. CONCLUSIONS: Many people with disabilities benefit from working at home, and the pandemic has increased employer acceptance of telework, but the current occupational distribution limits this potential. Tighter labor markets during the recovery offer hope that employers will increasingly hire people with disabilities in both telework and non-telework jobs.

Disability, workplace inclusion and organizational citizenship behavior: an exploratory study of the legal profession.

Purpose ­: Many workers with disabilities face cultures of exclusion in the workplace, which can affect their participation in decisions, workplace engagement, job attitudes and performance. The authors explore a key indicator of engagement-perceptions of organizational citizenship behavior (OCB)-as it relates to disability and other marginalized identities in the workplace. Design/methodology/approach ­: Using an online survey, legal professionals answered questions about their workplace experiences. Ordinary least squares (OLS) multivariate regression analysis with progressive adjustment was used to investigate the effect of demographic and organizational factors on perceptions of OCB. Findings ­: The authors find that employees with disabilities have lower perceptions of OCB, both before and after controlling for other personal and job variables. The disability gap is cut nearly in half, however, when controlling for workplace culture measures of co-worker support and the presence of an effective diversity, equity and inclusion (DEI) policy. Disability does not appear to interact with gender, race/ethnicity and LGBTQ + status in affecting perceptions of OCB. Originality/value ­: The results point to the workplace barriers faced by people with disabilities that affect their perceptions of engagement, and the potential for supportive cultures to change these perceptions.

Disability and remote work during the pandemic with implications for cancer survivors.

PURPOSE: This article examines the extent to which employees worked from home because of the pandemic, focusing on differentials between people with and without disabilities with implications for cancer survivors. METHODS: We use data on COVID-19 from the Current Population Survey over the May 2020 to June 2021 period. We present descriptive statistics and the results from regression and decomposition analysis. RESULTS: While workers with disabilities were more likely than those without disabilities to be teleworking before the pandemic, they were less likely to be teleworking as a result of the pandemic. Differences in the occupational distribution account for most of this difference. People with disabilities experienced relatively more pandemic-related hardships as well, compared to people without disabilities, including a greater chance of not being able to work due to their employer losing business and more difficulty in accessing medical care. CONCLUSIONS: Many people with disabilities benefit from working from home, and the pandemic has increased employer acceptance of these arrangements, but the potential is limited by the current occupational distribution. IMPLICATIONS FOR CANCER SURVIVORS: While the CPS dataset does not have information on cancer survivorship, we use other data to impute that the average likelihood of cancer survivorship is 12.6% among people with disabilities, more than double the 6.1% rate among those without a disability. Hence cancer survivorship is partly picked up by the CPS questions on disability, and our results have implications for cancer survivors, especially because increased opportunities for telework have the potential to help cancer survivors maintain economic stability and avoid financial hardship.

Qualitative Examination of Voting Empowerment and Participation Among People Living With Traumatic Brain Injury.

OBJECTIVE: To examine political participation after traumatic brain injury (TBI). DESIGN: Qualitative, participatory research via interviews and observations. Each participant was interviewed to discuss their experience of voting in 2007 or 2008. Data were coded using Grounded Theory to develop themes, metacodes, and theories. SETTING: Community. PARTICIPANTS: A total of 57 individuals with history of TBI and 28 family members (N=85). MAIN OUTCOME MEASURES: Not applicable. RESULTS: Four themes emerged from the data: (1) people with TBI have barriers to voting; (2) the voting process can be improved for people with TBI; (3) voting is the responsibility of members of society; and (4) voting is one way we have a voice in society. CONCLUSIONS: The data support the importance of voting as an American right regardless of the presence of disability. While persons with TBI report voting represents their freedom and voice, there may be barriers that can threaten or limit their voice.

Telework After COVID: A "Silver Lining" for Workers with Disabilities?

Purpose The COVID pandemic was a severe blow to all workers, but it may ultimately have a silver lining for some workers with disabilities if it makes work from home easier and more acceptable. In addition, the pandemic is shaking up traditional workplace structures and causing employers to rethink how essential tasks can be done, which may broaden their views of workplace accommodations. We assess the potential for the pandemic to improve employment opportunities for people with disabilities. Methods This article analyzes pre-COVID data on disability and home-based work from three representative data sources-the American Community Survey, American Time Use Survey, and Current Population Survey. We employ both cross-tabulations and regressions to predict work at home. Results We find that workers with disabilities are more likely than those without disabilities both to work primarily from home and to do any work at home. This is true for both employees and self-employed workers. Workers with disabilities face similar wage gaps in on-site and home-based work, indicating that while increased availability of home-based work may create more employment opportunities for workers with disabilities, it is unlikely to erase wage disparities. While workers with disabilities are currently more likely to be working primarily from home, only 34% are in occupations with high potential for home-based work, compared to 40% of workers without disabilities. Conclusions Workers with disabilities are currently more likely to work from home and many may benefit from expanded work-at-home opportunities, but the types of jobs they hold constrain this potential. Research is needed to see how home-based work evolves as the economy recovers from the pandemic over the next several years.

Disability at Work: A Look Back and Forward.

Purpose This article presents new evidence on employment barriers and workplace disparities facing employees with disabilities, linking the disparities to employee attitudes. Methods Analyses use the 2006 General Social Survey to connect disability to workplace disparities and attitudes in a structural equation model. Results Compared to employees without disabilities, those with disabilities report: lower pay levels, job security, and flexibility; more negative treatment by management; and, lower job satisfaction but similar organizational commitment and turnover intention. The lower satisfaction is mediated by lower job security, less job flexibility, and more negative views of management and co-worker relations. Conclusion Prior research and the present findings show that people with disabilities experience employment disparities that limit their income, security, and overall quality of work life. Technology plays an increasingly important role in decreasing employment disparities. However, there also should be increased targeted efforts by government, employers, insurers, occupational rehabilitation providers, and disability groups to address workplace barriers faced by employees with disabilities, and by those with disabilities seeking to return to work.

What types of jobs do people with disabilities want?

INTRODUCTION: Do non-employed people with disabilities want to work, and if so, what types of jobs do they want? Researchers seeking to explain the low employment rate among people with disabilities have focused primarily on skill gaps, employment disincentives from disability income, accommodation mandates, and (to a lesser extent) employer attitudes and unwelcoming corporate cultures. There has been little attention paid to the attitudes of non-employed people with disabilities. METHODS: This paper uses the 2006 General Social Survey, a representative national survey of US adults that has disability information and a special supplement on worker preferences, to examine the above question. RESULTS: We find that, relative to their non-disabled counterparts, non-employed people with disabilities are (a) as likely to want a job but less likely to be actively searching, (b) as likely to have prior job experience, and (c) similar in their views of the importance of income, job security, and other valued job characteristics. The results, which vary little by type of impairment, indicate that the low employment rate of people with disabilities is not due to their reluctance to work or different job preferences. CONCLUSION: Combined with evidence that a large share of new jobs can be performed by people with disabilities, the findings point toward the value of dismantling barriers to employment facing many people with disabilities.

Corporate culture and the employment of persons with disabilities.

This article addresses key questions arising from the economic and social disparities that individuals with disabilities experience in the United States. For instance, "What role does corporate culture play in the employment of people with disabilities?" "How does it facilitate or hinder their employment and promotional opportunities, and how can corporations develop supportive cultures that benefit people with disabilities, non-disabled employees, and the organization as a whole?" Corporate culture can create attitudinal, behavioral, and physical barriers for workers and job applicants with disabilities. This research concludes that if the employment prospects of people with disabilities are to be improved significantly, attention must be paid to the ways in which corporate culture creates or reinforces obstacles to employees with disabilities, and how these obstacles can be removed or overcome. Ultimately, we will make the case that corporate culture and societal attitudes must change if people with disabilities are to be accepted and incorporated fully into the workplace.

Dead end jobs or a path to economic well being? The consequences of non-standard work among people with disabilities.

How do non-standard jobs affect the economic well-being of workers with disabilities, and what happens when non-standard workers use disability lawsuits to challenge discrimination and improve their economic opportunities? This study uses data from the Current Population Survey, the Survey of Income and Program Participation, and a Lexis search of legal cases to help answer these questions. Temporary employment, independent contracting, and part-time employment are almost twice as likely among workers with disabilities as among those without disabilities. Non-standard workers with disabilities receive lower pay and fewer benefits due both to the types of job they hold, and disability gaps within job types, which contribute to their high poverty rates. They would continue to have high poverty rates even if these pay gaps were eliminated, however, because they work fewer hours than non-standard workers without disabilities and are concentrated in lower-paying occupations. In attempting to improve their opportunities through disability lawsuits, non-standard workers prevail in only a small minority of cases. Several policy implications of the lawsuits and survey data are discussed.