"Home is at work and work is at home": Telework and individuals who use augmentative and alternative communication

Abstract

BACKGROUND: Telework, the use of distance communication technologies to participate in the workforce, has been suggested as a promising employment strategy for individuals with disabilities. OBJECTIVE: The goal of this study was to obtain a better understanding of the benefits and negative impacts of telework, as well as the supports and challenges to telework activities, for persons who use augmentative and alternative communication (AAC). METHODS: This study used a series of focus group discussions, conducted on the internet, to examine the employment experiences of nine individuals with disabilities who used AAC and who held jobs that involved the use of telework. RESULTS: Four major themes emerged from the discussion: (a) benefits of telework, (b) negative impacts of telework, (c) strategies for addressing negative impacts of telework, and (d) recommendations for improving employment outcomes for individuals who use AAC. CONCLUSIONS: In summary, while participants identified the elimination of travel time and flexible work schedules as key strengths of telework, concerns were expressed regarding feelings of isolation and the difficulty in separating home and work environments. The participants also emphasized the important role of educational programs in supporting the acquisition of literacy and self-advocacy skills, and the need for post-secondary programs to support the school-to-workplace transition.

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

“…McNaughton et al also look at the pros and cons of telework, focusing on people who use augmentative or alternative communication means [40]. They find that the people in their study identified the elimination of travel time and flexible work schedules as a major benefit of telework, while also expressing concerns about feeling isolated and the difficulty of separating their home and work lives.…”

Envisioning the future of work to safeguard the safety, health, and well‐being of the workforce: A perspective from the CDC's National Institute for Occupational Safety and Health

“…Flexible workplaces and work schedules may result in increased job performance, job satisfaction, autonomy, and creativity 33‐35 . The increased utilization of remote work may also yield new employment opportunities for disadvantaged groups, such as those living with disabilities 36 . Other research found jobs consisting primarily of remote work may blur the boundaries between work and personal life, thereby increasing work–family conflict and work‐related stress 37 .…”

Is working from home the new workplace panacea? Lessons from the COVID-19 pandemic for the future world of work

“…Flexible working arrangements have been associated with improved employee health and well-being, improved management of work and family role conflicts (Mache, Servaty, & Harth, 2020;Rudolph & Baltes, 2017), increased engagement (Anitha, 2014;Conradie & De Klerk, 2019;Rudolph & Baltes, 2017;, greater job autonomy and psychological resources (Mache et al, 2020) and improved commitment. Similarly, remote work has been correlated with outcomes, such as higher productivity, as employees are willing to recommit part of the time saved by not having to commute (McNaughton, Rackensperger, Dorn, & Wilson, 2014), improved morale (Boell, Campbell, Cecez-Kecmanovic, & Cheng, 2013), fewer work interruptions (Gajendran & Harrison, 2007;Kazekami, 2020;McNaughton et al, 2014), better ability to coordinate work and non-work commitments (Boell, Cecez-Kecmanovic, & Campbell, 2016), greater job satisfaction and commitment (Gajendran & Harrison, 2007;Kazekami, 2020), less role stress and work-family conflict (Masuda, Holtschalg, & Nicklin, 2017) and increased work-life balance (Boell et al, 2013).…”

“…In contrast, the challenges of extensive remote working include reduced teamwork and collaboration (Boell et al, 2013), work-life blurring (Eddleston & Mulki, 2017), increased isolation and lack of meaningful connections with others (McNaughton et al, 2014;Vander Elst et al, 2017), overwork, infringement on family roles and work-family conflict (Eddleston & Mulki, 2017), distractions, loneliness, worry and guilt (Mann & Holdsworth, 2003), increased stress and decreased life satisfaction (Kazekami, 2020).…”