Cost of workplace accommodations for individuals with disabilities: with or without personal assistance services

Personal assistance, independent living, and people with disabilities: An international systematic review (2013-2023)

BACKGROUND

The article discusses the contribution of personal assistance for the independent living of people with disabilities. This right is evolving at different speeds internationally, presents controversial aspects, and is under continuous debate.

OBJECTIVE

To synthesize the evidence relating to the promotion of self-determination and independent living through personal assistance.

METHODS

A systematic review was conducted following Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. A search for relevant literature published was conducted during March 2023 across nine databases. The findings of the included studies were coded and analyzed via inductive content analysis.

RESULTS

26 articles were included, mostly qualitative, from four different continents. The analysis revealed six different key themes. The social framework highlighted the influence of international agreements and disability activism on cultural shifts in understanding disability. Secondly, healthy relationships and life or service expectations were emphasized. Key agents included users, personal assistants, family members, service providers, and other professionals. Personal assistants' work context explored ethical dilemmas, training, and working rights. Decision-making about personal assistance involved factors like lack of information, access requirements, and funding. Lastly, the implications underscored the positive impact of personal assistance on independent living, while identifying threats, and best practices for improvement.

CONCLUSION

This systematic review was the first to explore the promotion of independent living of people with disabilities through personal assistance schemes and highlights the need for governments to prioritize and coordinate efforts to ensure access for all, emphasizing the ethical imperative to progress toward social justice.

Job Crafting Among American Workers with Disabilities

Purpose Job crafting is an informal, employee-initiated approach to job re-design that has not been tested among people with disabilities, thus far. The purpose of this study is to examine crafting behaviors of workers with disabilities and individual factors associated with crafting behaviors. Methods We conducted a survey of employees with disabilities who were 18-64 years old and had at least 1 year of work experience. Bivariate and multivariate methods were used to: (1) compare the use of job crafting behaviors between our sample and published results from a sample of the general population; (2) identify individual characteristics associated with job crafting for workers with disabilities. Results Persons with disabilities engage in job crafting behaviors, albeit at lower levels than that reported in a broader sample (Int J Wellbeing, https://doi.org/10.5502/ijw.v3i2.1 , 2013). Education, and disability type (visual and mobility impairment) were associated with certain types of crafting behaviors. Conclusions As job crafting can be associated with higher levels of engagement and career growth among persons without disabilities, findings from this research can be utilized to design programs and policies that support the career goals of people with disabilities beyond labor force participation.

Absenteeism of people with disabilities in the construction industry in Brazil

BACKGROUND

The employment rates of people with disabilities (PWDs) are lower than the general population in many countries because of several factors, including prejudices about labour production and absenteeism of these workers.

OBJECTIVE

The objective of the research was to evaluate the absenteeism of PWDs in the construction industry in the metropolitan area of Recife, Pernambuco, Brazil.

METHODS

Study participants were workers with disabilities that performed jobs at the work sites in the construction industry. Participants were interviewed and they answered the Work Limitation Questionnaire (WLQ). In order to compare the absenteeism of people with disabilities and without disabilities, the companies provided real absenteeism data.

RESULTS

Twenty-five workers with disabilities participated in the study, of which 32% were laborers and 72% had physical disabilities. The companies made accommodations for 56% of PWDs and all of them were the organizational type. The WLQ summed score of the PWDs was 3.16. The mean absenteeism of the PWDs was 19.00% ±1.22 standard deviation (SD) (p = 0.238) higher in relation to workers without disabilities.

CONCLUSIONS

Most of the workers with disabilities had lower absenteeism than those without disability, however, the mean absenteeism of PWDs was higher in relation to workers without disabilities. In addition, workers higher educational level, the laborer of auxiliary warehouse, the workers for whom the companies have not made accommodations to the workplace and the higher WLQ summed score lower statistically significantly absenteeism in relation to workers without disabilities.

A Systematic Review of the Benefits of Hiring People with Disabilities

Purpose We reviewed literature on the benefits of hiring people with disabilities. Increasing attention is being paid to the role of people with disabilities in the workplace. Although most research focuses on employers' concerns, many companies are now beginning to share their successes. However, there is no synthesis of the peer-reviewed literature on the benefits of hiring people with disabilities. Methods Our team conducted a systematic review, completing comprehensive searches of seven databases from 1997 to May 2017. We selected articles for inclusion that were peer-reviewed publications, had a sample involving people with disabilities, conducted an empirical study with at least one outcome focusing on the benefits of hiring people with disabilities, and focused on competitive employment. Two reviewers independently applied the inclusion criteria, extracted the data, and rated the study quality. Results Of the 6176 studies identified in our search, 39 articles met our inclusion criteria. Findings show that benefits of hiring people with disabilities included improvements in profitability (e.g., profits and cost-effectiveness, turnover and retention, reliability and punctuality, employee loyalty, company image), competitive advantage (e.g., diverse customers, customer loyalty and satisfaction, innovation, productivity, work ethic, safety), inclusive work culture, and ability awareness. Secondary benefits for people with disabilities included improved quality of life and income, enhanced self-confidence, expanded social network, and a sense of community. Conclusions There are several benefits to hiring people with disabilities. Further research is needed to explore how benefits may vary by type of disability, industry, and job type.

Operationalizing workplace accommodations for individuals with disabilities: A scoping review

BACKGROUND

The provision of workplace accommodations is a proven strategy in supporting individuals with disabilities at work. Accommodations include a wide range of supports and strategies that are not very well defined beyond the Americans with Disabilities Act in the United States. Understanding the landscape of accommodations is important to measure the impact of programs that support employment of individuals with disabilities.

OBJECTIVE

To conduct a scoping review and thematic analysis of research literature to identify how workplace accommodations are operationalized and to identify knowledge gaps in its conceptualization.

METHODS

Keywords searches were conducted in seven electronic databases. Title, abstract, and full text screening was conducted followed by a thematic analysis of the content to identify how workplace accommodations are operationalized.

RESULTS

Overall, 47 studies were selected for review. 433 different types of accommodations were identified, of which assistive technology and specialized equipment represented the most frequently reported type of accommodation (40%). A very small percentage of studies included policy changes (9%) and human assistance (5%) as an accommodation strategy.

CONCLUSIONS

This scoping review aims to clarify how accommodations are operationalized in the research literature. Key knowledge gaps identified include the systematic exclusion of certain types of supports or disability types.

Disabling accommodation barriers: A study exploring how to better accommodate government employees with anxiety disorders

BACKGROUND

Accommodating mental health in the workplace is challenging. Despite policy efforts to encourage the availability of mental health accommodations in the workplace, employees experiencing mental illness are missing out on accommodations that they need.

OBJECTIVE

To inform vocational rehabilitation professionals and managers in the public service of best practice accommodations for government employees with anxiety disorders.

METHODS

Thematic analysis was applied to data collected from the online Accommodating Government Employees with Anxiety Disorders Survey undertaken by 71 Australian public service employees diagnosed with at least one anxiety disorder.

RESULTS

Our research results include theme and sub-theme representations of accommodations received, accommodations reported as missing, accommodations that study participants felt they couldn't request, along with rejected accommodations.

CONCLUSION

From the study participants' accounts, three key findings supporting desirable vocational outcomes become apparent. First, that the availability of 'standard' flexible work arrangements, along with personalised accommodations, can assist persons with anxiety disorders (where needed) to reach and retain government positions. Second, the chief barriers reported to making accommodation requests revolve around fears of being stigmatised and penalised. Finally, there is a need for managerial decision-makers to remain open-minded, particularly when assessing requests for accommodations that may break from government norms.

Employers' Attitudes Towards Hiring and Retaining People with Disabilities: A Review of the Literature

This selective review provides an overview of salient research findings related to employers' attitudes towards disability and prospective influences on employers to improve employment outcomes of people with disabilities. Research studies included for review are mainly those which investigated employer attitudes towards disability as predispositions to hiring people with disability. Selected studies were classified into three categories including hiring and accommodating employees with disabilities, work performance, and affective reactions and behavioural intentions of employers. Excluded from the review were studies that investigated other factors influencing employer attitudes toward disability. Altogether 34 research studies from the period of 1987 until 2012 were included in the review. Primary databases for the review included ProQuest, Ebscohost, Lexus Nexus, ERICK Database and the Sage Sociology Collection. This review of the demand-side employment literature suggests employers hold relatively positive attitudes regarding individuals with disabilities. However, employer affective reactions and behavioural intentions of employers towards disability in the work setting were less positive and negatively impact hiring decisions, provision of accommodations and work performance appraisals. Employer attitudes represent an important demand-side factor impacting full participation in competitive employment for individuals with disabilities. While employers report generally positive attitudes toward disability, hiring practices may still be discriminatory. Use by rehabilitation professionals of demand-side strategies with employers would likely result in higher rates of work participation by people with disabilities.

Factors influencing workplace supervisor readiness to engage in workplace-based vocational rehabilitation

INTRODUCTION

one-level hypothetical model was formulated to explore factors that influenced the self-reported readiness of workplace managers to engage in workplace (vocational) rehabilitation of past-injured workers attending their workplaces.

METHODS

Seven supervisor latent variables were considered, using 270 supervisors self-rated self-efficacy measures, estimating their ability to pursue four related roles associated with vocational rehabilitation in the workplace. Models identifying supervisor self-efficacy pathways leading to their readiness to engage in vocational rehabilitation in their workplaces were tested using Partial Least Square Analysis (PLSPATH).

RESULTS

The study's outcomes suggest that supervisor readiness to engage in workplace vocational rehabilitation with rehabilitating employees can be directly associated with four variables. Together, these variables accounted for 41 per cent of the variance of the supervisors' self-efficacy scores, defining their readiness to engage in workplace vocational rehabilitation. Significant predictors which had a direct influence on supervisor readiness to engage in vocational rehabilitation were: their perceived financial and liaison roles associated with vocational rehabilitation and their concern with meeting legal aspects of this process. The capacity of the supervisor to interact with others within the workplace organisation when engaging in vocational rehabilitation was also seen as a significant determinant of their readiness to engage in rehabilitation activities. The gender of the supervisor or the number of employees for whom the supervisor was responsible for, were found to have no significant influence on their self-efficacy levels.

CONCLUSIONS

Statistically significant supervisory readiness to engage in vocational workplace rehabilitation is subject to their self-rated abilities to undertake multiple roles involved with the rehabilitation process and a more reflective approach is warranted to prepare supervisors for this role.

Personal assistance services in the workplace: A literature review

BACKGROUND

Personal assistance services (PAS) can be valuable adjuncts to the complement of accommodations that support workers with disabilities. This literature review explored the professional literature on the use of PAS in the workplace.

METHODS

Bibliographic sources were used to locate relevant research studies on the use of PAS in the workplace. The studies in this review used both qualitative and quantitative methods to identify current definitions of work-related and personal care-related PAS, agency-directed versus consumer-directed PAS, long-term and short-term funding issues, development of PAS policy, and barriers to successful implementation of PAS.

RESULTS

The studies uncovered issues related to (a) recruiting, training, and retaining personal assistants, (b) employer concerns, (c) costs and benefits of workplace PAS, (d) wages and incentives for personal assistants, and (e) sources for financing PAS as a workplace accommodation.

CONCLUSION

The findings reveal the value and benefits of effective PAS on the job. PAS can lead to successful employment of people with disabilities when other accommodations cannot provide adequate workplace support. Additionally, the evolution of workplace PAS is dependent on development of realistic PAS policy and funding options.