Outcomes of Reasonable Accommodation Requests in the Workplace

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Outcomes of Reasonable Accommodation Requests in
the Workplace

• University of Maryland
• Region 3 DBTAC Research Team
• Ellen Fabian, PI

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Purpose of the Study

• To examine outcomes of Reasonable Accommodation
  (RA) requests reported by DBTAC Region 3 callers
  in terms of
• Type of RA
• Whether it was received
• RA Outcomes (perceived helpfulness, satisfaction,
  effect on job retention)
• To enable DBTAC to tailor TA consistent with
  study findings

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Background of Study

• The study of factors affecting the provision of
  RAs in the workplace has received limited
  attention in the literature (Balser Harris,
  2008 Hendricks et al., 2005).
• Several theoretical models have been proposed,
  but there are relatively few empirical studies.
• For example, in preparing a comprehensive
  literature review on RA factors, we identified
  fewer than 100 studies (MacDonald-Wilson, Fabian
  Dong, 2008)

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• Which factors contributing to provision of
  Reasonable Accommodations in the workplace have
  been studied?

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Empirical Literature of Factors Associated with
RA Provision

• Person Factors
• Gender
• Ethnicity
• Age
• Job tenure
• Past job performance
• Position type level
• Disability type severity

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Factors Associated with RA Provision

• Accommodation features
• Type
• Cost (direct indirect)
• Magnitude of effect on workplace
• Duration
• Timing

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Factors Associated with RA Provision

• Organizational features/processes
• Employer attitude toward disability
• Positive communication processes
• Employer/employee knowledge of rights under the
  ADA
• Supervisor/manager support of request
• Co-worker perceptions of equity
• Organizational resources/size

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Research Questions

• What types of accommodations are requested and by
  whom?
• What are the outcomes of RA requests?
• Is there an association between RA request
  outcomes and some of the factors identified in
  the literature?

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Methods

• Partnership with the Region 3 DBTAC at TransCen
• Although the DBTAC receives several hundred
  inquiries each month, we targeted those calls
  which
• Related to employment RA
• Agree to participate in a study
• Received TA or consultation from DBTAC
• These preliminary results are employee-callers

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Methods

• Total RA callers who initially agreed to
  participate in the study (374 between 4/07 to
  12/08)
• Valid follow-up contact information 310
• Total successful contacts 101
• Total complete contacts 83 (27 response rate)

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Follow-up Survey

• Developed in conjunction with DBTAC Region 3
  staff
• Telephone survey with 14 items
• Type of request
• Outcome of request
• Request process (from whom, to whom)
• Satisfaction with job, outcome
• Intention to Stay
• Additional Demographics

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Sample Description

• Business Sector
• Type of Disability

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Disability for All Callers Follow-up Sample
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Results

• Type of accommodation
• Disability and accommodation
• Other factors affecting receipt/denial of
  accommodation

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Outcomes by Type of RA
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Is there a relationship between Type of
Accommodation RA Outcome?
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Is there a Relationship between Type of
Disability and RA Outcomes?
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Type of Disability in Sample by Denied RA
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Chi-square statistics for selected factors
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Perceived Outcomes

• Satisfaction with RA Outcome
• Intention to remain at job
• Job satisfaction

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Satisfaction with RA Outcome
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RA Satisfaction with Employee-Initiated Requests
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RA Satisfaction with Supervisor-Initiated Requests
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Intention to Stay at Job
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Job Satisfaction

• Mean job satisfaction for RA received 2.64
  (1.53)
• Mean job satisfaction for RA denied 3.13
  (1.54)
• (5 point likert scale, 1 very satisfied to 5
  very dissatisfied)

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Preliminary Findings

• Pattern suggests higher likelihood of approval
  for tangible vs. intangible accommodations
  (equipment vs. job modification).
• In this sample, slightly higher likelihood of
  denial of request (53) to approval (47).
• The more supervisor is involved in the request
  process, the higher the likelihood of receipt and
  perceived helpfulness.
• Receipt of accommodation may affect reported
  intention to remain at job, but perhaps not
  overall job satisfaction.

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Preliminary Findings

• Systemic disorders (such as diabetes, immune
  system disorders, MCS) may have lower likelihood
  of receipt of accommodations.
• There is probably a complex relationship between
  many of these factors and associated RA outcomes
  (mediating variables) that needs to be teased
  out.

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Limitations

• Small sample size we intend to re-launch the
  study in the final 2 years of the research
  refine follow-up survey and try to capture more
  employer respondents
• Callers to DBTAC line may be a biased sample
• Self-report and time lag between initial call and
  follow-up (sometimes gt 3 months)

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Implications

• Supervisory support of accommodation process is a
  key component reflected in these findings, and
  those of Hendricks et al. (2005) and several
  other studies.
• A strong connection between accommodation request
  and functional issue presented is important
  (perhaps it is more difficult in invisible,
  episodic and complex conditions).
• The higher the perceived workplace impact is on
  the workplace, perhaps the stronger the rationale
  and the demonstrated need for it required.

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Implications

• There may be heightened stigma and/or scrutiny of
  certain invisible disabilities (diabetes, immune
  system disorders, MCS) requiring clearer links to
  requested accommodations (particularly
  intangible ones).
• Involve the immediate supervisor in the RA
  request process as early as possible.

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Reference on Lit Review Factors

• MacDonald-Wilson, K., Fabian, E., Dong, S.
  (2008). Best practices in developing Reasonable
  Accommodations in the workplace Findings based
  in the research literature. Rehabilitation
  Professional, 16(4), 221-232.

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Annotated bibliographywww.adainfo.org/research/i
ndexgeneral.asp