Telework rationale and implementation for people with disabilities: Considerations for employer policymaking

Abstract

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 nontechnology 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.

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

“…A European study finds that telework is linked to higher job satisfaction and lower absenteeism among workers with disabilities [34]. In addition to viewing telework as a form of disability accommodation, Moon et al [35] find that employees in general see telework as a way to achieve greater work-life balance and as a strategy for reducing pain and fatigue not formally recognized as disability-related. In turn, employers view telework not only as a disability-related accommodation, but also as a way to achieve broader job restructuring goals [36,37].…”

A ‘new normal’ following COVID-19 and the economic crisis: Using systems thinking to identify challenges and opportunities in disability, telework, and rehabilitation

“…the practice of working from home, using information and communication technology (ICT) such as email, telephone and communication or videoconferencing platforms). Since the 1990s, telework has been promoted as a viable and reasonable workplace accommodation for people with disabilities [13]. Yet, the prevalence of telework among people with disabilities did not increase at the same pace as the general population, despite the potential human right benefits [12].…”

“…By developing the needed reasonable accommodations and the structural conditions for people with disabilities to telework, one would be seizing on the opportunity which has emerged out of this surge of necessity. If properly supported, telework can level the playing field in terms of employment opportunities for people with disabilities [12,13].…”

“…On the other hand, given reasonable accommodations (e.g. in accordance with the American with Disabilities Act or other applicable legislative components), people with disabilities can successfully and meaningfully engage in telework because technology can act as mediating factor [12,13]. For persons with disabilities, a myriad of health and employment-related challenges and opportunities have arisen from the pandemic.…”

Teletrabalho na perspectiva da Saúde Ocupacional

“…De certa forma, o TT faz o inverso da Revolução industrial, na qual o crescimento surgia em torno de um polo industrial e em sua função (6). Numa fase inicial tal ocorria apenas em alguns escassos dias por mês (2). A ideia de trabalhar em casa não foi inicialmente bem recebida; após Nilles trocar de empregador conseguiu investigar o tema, redigindo em 1974 um livro sobre o assunto; nos anos seguintes algumas das mais importantes empresas aderiram ao TT (11).…”