Aging, Community-Based Employment, Mobility Impairment, and Retirement: National Core Indicators–Adult Consumer Survey Data

Abstract

Little is known about how, when, or why individuals with intellectual and developmental disabilities (IDD) retire. Recognizing the changing needs of older adults with IDD is critical to support person-driven services and development of best practices in aging transitions. Using secondary analysis of the 2016 to 2017 National Core Indicators–Adult Consumer Survey (NCI-ACS) data for adults with IDD, we examined the relation between independent mobility (i.e., without aids), age group, level of intellectual disability, and type of employment/activity program, with a focus on mobility and community-based employment in older age groups. There was an overall age-related decline in mobility, but the prevalence of mobility impairment by age group was related to employment type. The percentage who were independently mobile was highest for community employment in every age group. The percentage of individuals by age group in community employment fell significantly from middle age onward, suggesting some former community-based workers had retired. There was no significant age-related difference in the percentage in facility-based employment across these age groups. Mobility limitations may be a barrier to obtaining or retaining community-based employment. Age-related mobility impairment may be associated with premature retirement, and could affect travel to and from work, undertaking work tasks, or both. Closer examination is needed of aging, community employment, and age-related mobility limitations to understand the specific causes of these effects on employment and identify supports and accommodations.

Intellectual Disability, Employment and Aging: Intervention Measures

“…The numbers of PID have increased by two thirds over the last decade, a situation in which planned support is needed, so as to facilitate the transition to retirement and wellbeing from the start of this new stage in life. In line with [ 38 ], we consider that planning the transition from the work stage to retirement, especially among PID, is important, as this collective requires specific support to ensure integral wellbeing beyond merely financial, with a psychosocial focus and promoting an active and socially inclusive style of life [ 55 ].…”

“…The conclusions of the panel of experts in our investigation have shown how the first milestone towards the healthy aging of WID consists of taking the most accurate decision on when they should leave work. On occasions, as [ 38 ] affirmed, aging itself obliges WID to leave their employment in the absence of plans to ensure that they can continue working.…”

“…Stancliffe et al [ 38 ] observed a low presence of people with intellectual disability applying for work on the open market and among the successful job seekers, a high percentage of whom abandoned the employment market before retirement due to mobility-related problems. This situation generates the need to promote measures for the work place that prevent abandonment.…”

Looking Forward: Research to Respond to a Rapidly Aging Population

“…There is scant literature about options, should people with severe disabilities seek to retire from community- or facility-based employment. Cross-sectional data presented in the article by Stancliffe, Nye-Lengerman, and Kramme (2019) indicate that arrival at retirement age by persons in paid community employment is typically followed by transitions to facility-based day programs. For persons in facility-based work settings and in nonpaid, community-based and facility-based activity settings, being of retirement age apparently brings little change in the types of settings and programs in which people spend their days.…”

Are Disability And Employability The Eternal Antagonistics?

“…Consequently, society should pay attention to the unemployment problem of people with disabilities as employment plays an important role for people with disabilities who tend to be socially marginalized (Schur, 2002). Thus, certain elements such as workplace accommodations, including the built environment, job restructuring, and other supports have been shown to help people with disabilities maintain employment in inclusive settings (Anand and Sevak, 2017;Stancliffe et al, 2019).…”