The importance of assistive technology in the productivity pursuits of young adults with disabilities

Ripat, Jacquie; Woodgate, Roberta L.

doi:10.3233/wor-172580

Cited by 19 publications

(19 citation statements)

References 30 publications

(29 reference statements)

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“…Environmental supports were also identified; an accessible work environment in which accommodations were made to meet the employee's needs, optimized performance and facilitated engagement in the workplace [30,38]. Many employees reported working from home [25,33,38] and using assistive technology such as Dictaphones, dual monitors, assistive devices for communication and computerized phones and alarms, positively impacted work satisfaction and work maintenance [33,[39][40][41].…”

Section: Products and Technology/natural Environment And Human-made Cmentioning

confidence: 99%

“…For example, stereotypes associated with this population such as their inability to work, their need for costly accommodations or their unwillingness to be active members, hindered persons with a disability to exhibit and exercise their skills in the workplace. This was evident in various types of brain-based disabilities, including physical, intellectual and sensory related impairments [39,52,53]. In one study, it was found that this negative perception and discrimination led to higher rates of unlawful discharge of young adults with epilepsy as compared to their colleagues [51].…”

Section: Attitudesmentioning

confidence: 99%

“…Flexible organizations that provided adequate accommodations (e.g., allocated more time, allowed work from home, provided breaks as needed, ensured consistent work routine) in a timely manner contributed to the employment of this population [25,33,50]. Those that provided individual-based support to their employees in work (e.g., communicated a change in medication to the employer; broke down or simplified tasks, set work goals, provided personal help to go to the bathroom) and non-work-related areas (e.g., helped adjusting to moving to a new residence) as well as guiding their employees on company policies, protocols and culture (e.g., taking time off for medical reasons), facilitated job sustainability [36,39,49,54]. Offering supervision and appropriate training on work demands and the social cues within the workplace, was another perceived facilitator [28,[48][49][50]54].…”

Section: Services Systems and Policiesmentioning

confidence: 99%

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Environmental Factors that Impact the Workplace Participation of Transition-Aged Young Adults with Brain-Based Disabilities: A Scoping Review

Shahin

Reitzel

Rezze

et al. 2020

IJERPH

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Workplace participation of individuals with disabilities continues to be a challenge. The International Classification of Functioning, Disability and Health (ICF) places importance on the environment in explaining participation in different life domains, including work. A scoping review was conducted to investigate environmental facilitators and barriers relevant to workplace participation for transition-aged young adults aged 18–35 with brain-based disabilities. Studies published between 1995 and 2018 were screened by two reviewers. Findings were categorized into the ICF’s environmental domains: Products and technology/Natural environment and human-made changes to environment, Support and relationships, Attitudes, and Services, systems and policies. Out of 11,515 articles screened, 31 were retained. All environmental domains of the ICF influenced workplace participation. The majority of the studies (77%) highlighted factors in the Services, systems and policies domain such as inclusive and flexible systems, and well-defined policies exercised at the organizational level. Social support mainly from family, friends, employers and colleagues was reported as a facilitator (68%), followed by physical accessibility and finally, the availability of assistive technology (55%). Attitudes of colleagues and employers were mostly seen as a barrier to workplace participation (48%). Findings can inform the development of guidelines and processes for implementing and reinforcing policies, regulations and support at the organization level.

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Section: Products and Technology/natural Environment And Human-made Cmentioning

confidence: 99%

Section: Attitudesmentioning

confidence: 99%

Section: Services Systems and Policiesmentioning

confidence: 99%

See 1 more Smart Citation

Environmental Factors that Impact the Workplace Participation of Transition-Aged Young Adults with Brain-Based Disabilities: A Scoping Review

Shahin

Reitzel

Rezze

et al. 2020

IJERPH

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“…However, the emerging young elderly group has shown higher adoption rates (Mostaghel 2016). Likewise, younger people with disabilities are more willing to experiment with AT: They are often very goal and task orientated, seeking to enhance their independence and performance (Ripat and Woodgate 2017). Crucially, Roentgen et al (2012) have highlighted that individual needs and preferences are important determining factors in the acceptance and adoption of ETAs over time.…”

Section: Research Contextmentioning

confidence: 99%

Teleguidance-based remote navigation assistance for visually impaired and blind people—usability and user experience

Chaudary

Pohjolainen

Aziz³

et al. 2021

Virtual Reality

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This paper reports the development of a specialized teleguidance-based navigation assistance system for the blind and the visually impaired. We present findings from a usability and user experience study conducted with 11 blind and visually impaired participants and a sighted caretaker. Participants sent live video feed of their field of view to the remote caretaker’s terminal from a smartphone camera attached to their chest. The caretaker used this video feed to guide them through indoor and outdoor navigation scenarios using a combination of haptic and voice-based communication. Haptic feedback was provided through vibrating actuators installed in the grip of a Smart Cane. Two haptic methods for directional guidance were tested: (1) two vibrating actuators to guide left and right movement and (2) a single vibrating actuator with differentiating vibration patterns for the same purpose. Users feedback was collected using a meCUE 2.0 standardized questionnaire, interviews, and group discussions. Participants’ perceptions toward the proposed navigation assistance system were positive. Blind participants preferred vibrational guidance with two actuators, while partially blind participants preferred the single actuator method. Familiarity with cane use and age were important factors in the choice of haptic methods by both blind and partially blind users. It was found that smartphone camera provided sufficient field of view for remote assistance; position and angle are nonetheless important considerations. Ultimately, more research is needed to confirm our preliminary findings. We also present an expanded evaluation model developed to carry out further research on assistive systems.

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“…These people should be empowered to be involved in the process where communication involves and embraces them, even those who do not have functional speech or writing (Dudas, 2013). Companies that provide individual support to their employees with disabilities, clearly and objectively transmitting to them the values and vision of the organization and helping them integrate into the work environment, showed a greater permanence of these individuals in employment (Ripat & Woodgate, 2017;Scott et al, 2015).…”

Section: Interpersonal Communication (Ic)mentioning

confidence: 99%

Emotions, communicational process and inclusion of people with disabilities in the work context

Nogueira¹,

Sousa²

2021

S. F. J. of Dev.

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The general objective of this research focuses on understanding how the labor market integrates people with disabilities (PwD), understanding their emotions and how they manage them throughout the work day, and knowing how communication is processed in the workplace. The following specific objectives were then defined: to know the degree of awareness that disabled workers have about their emotions in their daily interactions in the workplace, and to analyze the communicative interactions of PwD in the work environment. A mixed methodology was chosen, using qualitative and quantitative research. The qualitative methodology used semi-structured interviews, and the quantitative methodology used a questionnaire. The sample was made up of 50 disabled workers and 314 co-workers of the same (n=314), employees of the Auchan Portugal Group. The results showed that: of the four dimensions under study (General Perception of Hiring, Emotional Intelligence, Interpersonal Communication and Integration/Insertion in the workplace) the great majority of PwD co-workers agreed or totally agreed with the items of the four dimensions, which suggests a positive score with the themes under study, the PwD are able to identify the emotions that most characterize the day-to-day at work, but most disguise the discomfort felt and do not clearly communicate to the other what emotion they felt, most PwD communicate to the other the behavior that caused them discomfort, PwD do not consider the communication channels confusing, most PwD feel integrated in the company and state that no specific adaptation has been made, most of the interviewees suggest a greater sensitivity on the part of the employer and work adapted to the person and his/her disability.

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The importance of assistive technology in the productivity pursuits of young adults with disabilities

Cited by 19 publications

References 30 publications

Environmental Factors that Impact the Workplace Participation of Transition-Aged Young Adults with Brain-Based Disabilities: A Scoping Review

Environmental Factors that Impact the Workplace Participation of Transition-Aged Young Adults with Brain-Based Disabilities: A Scoping Review

Teleguidance-based remote navigation assistance for visually impaired and blind people—usability and user experience

Emotions, communicational process and inclusion of people with disabilities in the work context

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