Designing wearable technologies for users with disabilities: Accessibility, usability, and connectivity factors.

The increasing availability of wearable devices (wearables), "smart" home, and other next-generation wirelessly connected devices for work, home, and leisure presents opportunities and challenges for users with disabilities. As augmentative tools for engagement, control, and information, these technologies should not only be usable, but also be accessible and inclusive for people with disabilities. In order to better capture the dimensions of inclusivity of wearable devices, the authors have conducted a review of pertinent literature with respect to a range of representative applications and examples of currently available technologies. Drawing on the findings of the review, the aim of this article is to explore the potential impact of inclusive design principles on future device development for users with disabilities. These observations can help designers incorporate inclusive perspectives into the development process. Such an approach, where people with disabilities constitute an integral part of the development process, will yield products and services that can facilitate increased accessibility, independence, and community participation.

Telework rationale and implementation for people with disabilities: considerations for employer policymaking.

BACKGROUND: Telework has been promoted as a viable workplace accommodation for people with disabilities since the 1990s, when information and communication technologies (ICT) had developed sufficiently to facilitate its widespread adoption. This initial research and accompanying policy recommendations were prescriptive in nature and frequently aimed at employers. OBJECTIVE: This article adds to existing policy models for facilitating successful telework outcomes for people with disabilities. Drawing upon two studies by the Rehabilitation Engineering Research Center on Workplace Accommodations, we expound on employee-side considerations in the implementation of telework. METHODS: Our policy model utilizes established typologies for policy evaluation to develop a process model that considers rationales and implementation factors for telework among people with physical disabilities. RESULTS: Telework may be used as an accommodation for disability, but employee rationales for telework are more complex, involving work-life balance, strategies for pain and fatigue not formally recognized as disability, and expediency in travel and transportation. Implementation of telework as a component of workplace operations is similarly multifaceted, involving non-technology accommodations to realize job restructuring left incomplete by telework. CONCLUSIONS: Our model grounds new empirical research in this area. We also renew our call for additional research on effective telework practices for people with disabilities.

Wireless technologies and accessibility for people with disabilities: findings from a policy research instrument.

The near universal deployment in the United States of a wide variety of information and communications technologies, both wired and wireless, creates potential barriers to use for several key populations, including the poor, people with disabilities, and the aging. Equal access to wireless technologies and services can be achieved through a variety of mechanisms, including legislation and regulations, market-based solutions, and awareness and outreach-based approaches. This article discusses the results of policy research conducted by the Rehabilitation Engineering Research Center on Wireless Technologies (Wireless RERC) using policy Delphi polling methodology to probe stakeholders' opinions on key access barrier issues and to explore potential policy responses. Participants included disability advocates, disability/wireless technology policy makers, and product developers/manufacturers. Respondent input informed subsequent development of potential policy initiatives to increase access to these technologies. The findings from the Delphi suggest that awareness issues remain most important, especially manufacturer awareness of user needs and availability of consumer information for selecting the most appropriate wireless devices and services. Other key issues included the ability of people with disabilities to afford technologies and inadequacies in legislation and policy making for ensuring their general accessibility, as well as usefulness in emergencies. Technical issues, including interoperability, speech-to-text conversion, and hearing aid compatibility, were also identified by participating stakeholders as important. To address all these issues, Delphi respondents favored goals and options congruent with voluntary market-driven solutions where possible but also supported federal involvement, where necessary, to aid this process.

Barriers to evidence based practice in accommodations for an aging workforce.

According to a recent Government Accountability Office report, the number of workers over age 55 is projected to increase significantly over the next twenty years, with this demographic group projected to comprise as much as twenty percent of the workforce by 2015 [12]. Accommodating the functional limitations of a large number of older workers may prove challenging for employers; however, policies and practices shaped over the course of the next few decades could allow aging workers to remain a valuable part of the US economy. Given these considerations, it is useful from a public policy perspective to determine the degree to which employers are currently addressing the accommodation needs of older workers. This paper presents the results of a study that attempted to determine the extent to which a sample of Fortune 500 employers was currently accommodating older workers. The study's methodology (in particular, its use of semi-structured telephone interviews) is reevaluated and new options (such as anonymous online employer surveys) are considered for the valid and reliable collection of data on accommodations for older workers.

Virtual exclusion and telework: barriers and opportunities of technocentric workplace accommodation policy.

Teleworking, a restructuring of the manner in which work occurs, based on information communication technologies (ICTs), is a promising way of further integrating people with disabilities into the workplace. In contrast to telecommuting, in which the work is primarily shifted in locale, telework is a restructuring of the tasks to be accomplished within the larger work setting which could result in "work" being done remotely, or collaboratively with coworkers (remotely or not) using ICTs. Drawing upon a review of the literature, this paper explores the relationship between telework and people with disabilities. While the advent of telecommuting and subsequently "teleworking" might open increased opportunities for the hiring of people with disabilities, it may also place severe constraints on the type of work, workplace environment and interactions, and accumulation of social capital for people with disabilities. Whereas much of the prevailing literature on telework and disability is often proscriptive in nature and is written with an audience of employers in mind, it is just as important to consider policy options from the standpoint of the employee as well. This paper proposes a number of policy approaches for the creation of an inclusive work environment for teleworkers with disabilities that can minimize, as much as possible, the social isolation faced by teleworkers with disabilities while maximizing their participation within the workplace community. Policy objectives for enhancing telework for people with disabilities fall into three general categories: 1) research, 2) outreach, and 3) interventions.

A framework for providing telecommuting as a reasonable accommodation: some considerations on a comparative case study.

Telecommuting, whether full time, part time, or over short periods when the need arises, can be an important accommodation for employees with disabilities. Indeed, telecommuting may be the only form of accommodation that offers employees whose disabilities fluctuate a means to stay consistently and gainfully employed. This article describes one employer's experience in considering a request for telecommuting as a reasonable accommodation for a particular employee. Drawing on real-life examples, both positive and negative, this article provides a win/win framework for decision-making that can help employers evaluate the use of telecommuting as a possible accommodation and facilitates open and ongoing communication between employer and employee.