Policy in Action: Stories on the Workplace Accommodation Process

Abstract

Workplace accommodation is an important measure to ensure equal employment opportunities for people with disabilities. Substantial research has investigated workplace accommodations in the United States. This article represents a first step in exploring the complexities of workplace accommodation from a cross-national perspective. Drawing on 29 qualitative interviews with employed Americans and Norwegians with mobility disabilities, we investigated similarities and differences in experiences with accommodation provision. Two main similarities emerged: Many of the American and Norwegian interviewees made use of accommodations, and the employer played an important role in the provision process in both countries. Concerning the particular role of the employer, two main differences emerged: American interviewees’ accounts of obstacles to a smooth accommodation process were related to the redistribution agent (i.e., the employer). In Norway, employers can either provide the accommodation themselves or make use of subsidized public services. When the employer chose to make use of public services, Norwegian interviewees reported a slow process and obstacles that were related to the recognition of eligibility, which rests on medical assessment. The article reveals a common vulnerability among people with disabilities when dependent on the recognition of their needs and effective provision of workplace accommodation to be competitive employees.

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

“…Among the reviewed articles, 17 (55%) addressed the role of the physical and sensory environments on young adults' participation in the workplace. Identified barriers included the lack of physical accessibility and assistive technology, inflexible and unreliable transportation systems and in some cases, inadequate lighting and temperature of the work setting [30,[33][34][35]. To illustrate, participants with osteogenesis imperfecta, spina bifida or other impairments caused by accidents in the US and in Norway, required workplace accommodations related to the built environment (e.g., accessible paths and bathrooms, ramps, railings, door handles), assistive technology (e.g., voice recognition software), and ergonomic office tools (e.g., a specialized mouse or an adjustable desk) to promote their performance and engagement in the workplace [33].…”

“…In fact, transportation was a significant predictor of paid employment amongst young adults with mobility, hearing, vision, communication and/or cognitive impairments [12,37]. Flexible and timely transportation was found to support employment of those with physical disabilities [33]. Additionally, access to a vehicle as either a passenger or driver increased the likelihood of acquiring employment among young adults with various types of disabilities [37].…”

“…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].…”

“…Similarly, managers who had direct contact with their employees, closely collaborated with employment service providers and allowed for work trials rather than interviews, facilitated the employment of young adults with ASD [49]. Moreover, young adults with disabilities were happier in workplaces where they were treated equally [33] and felt that their skills and opinions were valued by the managers [49].…”

“…Barriers within the organization included complex procedures to obtain and implement accommodations. To illustrate, the organization's lack of flexibility in allocating resources and its lengthy bureaucratic processes were reported as barriers for obtaining accommodations [25,33,44,52]. The delay in providing necessary services or the lack of support systems in the workplace (e.g., clear guidelines) also created barriers to maintaining employment [33,52].…”