Predictors of Employer-Sponsored Disability Accommodation Requesting in the Workplace

Abstract

Employer-sponsored disability accommodation is contingent upon employees being willing to request such accommodation. This paper examines individual, organizational, and institutional predictors of accommodation requests among adult workers with disabilities using data collected from 5,418 respondents to a Statistics Canada post-census survey. The Theory of Planned Behavior provides a frame of reference to develop a series of hypotheses about how each type of predictor influences accommodation requests. One key finding is that different predictors are significant for each category of accommodation. Another important finding is that individual variables directly related to disability accounted for greater variance in requesting than other aspects of personal identity, organizational factors or institutional considerations. There was some evidence of decision-making based on attitudes, specifically fear of stigmatization. However, the data suggest that norms in the form of industry and occupation-specific logics are also salient influencers. Meanwhile institutional forces meant to act as behavioral controls, such as legislation and union protection, do not seem to have the intended influence on accommodation requesting. This suggests that other forms of intervention, such as community education, may be required to encourage the requesting of needed workplace accommodation.

Workplace inclusion of persons with a disability

“…Finally, the unique background of our respondents helped us answer our research question as is required to document employer views (Arthur and Boyles, 2007). However, research shows gaps in what employers state and do (Breward, 2016; Hernandez et al , 2000). Future research can thus also be aimed at examining how all employees experience the stated human resource principles and programs (cf.…”

Individual, Organizational, and Institutional Predictors of the Granting of Employer-sponsored Disability Accommodations

“…That publication outlines how "failure to request" was identified. Please see Breward, 2016). "Received Accommodations" was derived by combining data from several…”

“…Firstly, the sample includes only those people who actually requested their accommodations, eliminating analytical confusion caused when accommodations are not provided due to a lack of awareness on the employer's part. This is important since unwillingness to request needed accommodations has proven to be an issue in many workplaces (Breward, 2016). Secondly, this research assesses a broader range of variables than have been considered before in individual studies.…”