Workplace accommodations for persons with physical disabilities: evidence synthesis of the peer-reviewed literature

Abstract

This evidence synthesis provides an overview of the peer-reviewed literature of value to occupational rehabilitation professionals and employers seeking guidance on workplace accommodation policies and practices for persons with physical disabilities. A wide range of accommodation options is available for addressing physical, social, and attitudinal barriers to successful employment. Besides physical/technological modifications, accommodations to enhance workplace flexibility and worker autonomy and strategies to promote workplace inclusion and integration are important. More comprehensive reporting and evaluations of the effectiveness of accommodations in research literature are needed to develop best practices for accommodating persons with disabilities. Implications for rehabilitation There is a substantial peer-reviewed literature that provides insights into the barriers for persons with physical disabilities and the workplace accommodation practices to address them, though rigorous evaluations of effectiveness and cost-effectiveness are uncommon. Attitudinal and social barriers stemming from stereotypes, ignorance and lack of knowledge are as important as physical barriers to employment for persons with physical disabilities. In addition to physical/technological modifications, accommodations to enhance workplace flexibility and autonomy of a worker, as well as strategies to promote workplace inclusion and integration may facilitate successful employment of persons with physical disabilities.

The Need for Support and Adaptation in the Workplace among Persons with Different Types of Disabilities and Reduced Work Ability

“…An alternative explanation might be lay misconceptions about the nature of persons with a psychological disability, with employers assuming that persons with psychological disabilities would require greater supervision and attention (Ju, Roberts & Zhang 2013). However, Padkapayeva et al (2016) pointed out another view concerning the cost of adapting work tasks, work pace and working hours; namely that these forms of adaptations could require an ongoing effort from the employer, which might affect their willingness to adapt the workplace and hire persons with psychological disabilities. The results also showed that persons with a communicative disability differed from the other groups in a number of dimensions.…”

Workplace Adaptations Promoting the Inclusion of Persons with Disabilities in Mainstream Employment: A Case-Study on Employers’ Responses in Norway

“…In practice, workplace adaptations may involve limited costs and are beneficial both to employers and PwDs (Hartnett, Stuart, Thurman, Loy, & Batiste, 2011;Nevala et al, 2015;Schartz, Hendricks, & Blanck, 2006;Schur et al, 2014). In particular, providing workplace flexibility by modifying job tasks, work scheduling and/or location appears not to be costly, though it does require on-going effort (Padkapayeva et al, 2016). Public financial support is available to cover a part of adaptation costs for employers (Hvinden, 2013).…”

Disability and sex/gender intersections in unmet workplace support needs: Findings from a large Canadian survey of workers

“…Workplace supports represent an important employer‐led strategy to address the challenges that can impact sustained and productive employment 12 . Aligning with previous research, participants in our study required diverse workplace supports to encourage labor market engagement including prescription drug coverage, scheduling flexibility, extended health benefits, modified job duties, and opportunities to informally modify work 8‐11 . Interestingly, the types of workplace support that were most needed were similar for those with and without disabilities.…”

“…Workplace supports modify aspects of the work context that can contribute to employment limitations 6 . Studies indicate that the most‐needed workplace supports reported by people with disabilities include health benefits (e.g., prescription drug coverage), work modification (e.g., scheduling flexibility), and job accommodation (e.g., accessible workstations) 6‐11 . People with disabilities also indicate that workplace support needs are often unmet.…”

“…Within industrialized contexts, studies point to a lack of employer awareness regarding the legal requirement for reasonable accommodations or an understanding of how to adjust the work environment for people with different disabling conditions 5,6,12 . Unmet workplace support needs can also be attributed to difficulties faced by people with disabilities in communicating their requirements at work, reporting a lack of control over their working conditions, apprehension to receive special treatment in comparison to their nondisabled colleagues, or fear of losing career development opportunities 8,9 . Of significance, research also indicates that workplace supports can be beneficial to a range of workers including those who face limitations attributed to child and elder care responsibilities, aging, or pregnancy 13‐17 .…”