The Challenges of Working While Disabled and How Companies Can Help
By Liz Glein, Illustrator
Working from home can be positive for both employers and employees. Increased productivity, improved work-life balance, and reduced costs, such as in commuting or overhead, are just some of the many ways remote work can be mutually beneficial.
Since the COVID-19 pandemic began in January 2020, work from home (WFH) options started shrinking a vast employment gap for disabled people all over the globe.
However, barriers still exist for many with disabilities. Some workplaces have inadequate accommodations for people with disabilities or ask for documentation from those with an unperceived illness or disability who then are pressured to disclose personal medical information to get an accommodation. According to a CNBC Make It article, some teachers who are immunocompromised have been asked to be in the classroom or conduct in-person office hours, despite the fact that they are at risk of getting severely ill from COVID-19. With many companies looking to bring more employees back to an office, disabled workers are often still left out of the conversation.
Although when work from home was introduced for lockdown in March 2020 many disabled workers greatly benefited, the US Department of Labor’s Bureau of Labor Statistics shows that only 19.1% of disabled people were hired in 2021, a huge contrast from the 63.7% ratio for people without disabilities during that same time.
In the United States, one in four adults lives with a disability. That’s 61 million—or 26%—of the adult US population.
I have been disabled since I was 2 years old. I’m in the category of “invisible disability” because I don’t need to use mobility aids like a walker or wheelchair yet. But I still have flare-ups and need to rest for periods of time. Working from home has helped alleviate my symptoms quite a bit, and I am now able to attend my doctor visits and call my providers if needed during work, whereas before I had to hide in the bathroom to avoid being seen as lazy or trying to avoid work.
As companies look to rebound from the pandemic and focus on how, where, and when employees may come back to the office, it’s even more crucial for inclusivity to be a priority moving forward. Disabled employees aren’t requesting special treatment; we’re still just seeking equality with our nondisabled peers.
The most lasting change will come when companies and company leaders prioritize adopting systems like remote work and flexible workplace accommodations based on specific Labor Department guidance, offering things such as dedicated shopping hours or prioritized product or services delivery for the elderly or high-risk patients, and recruiting and encouraging an organization-wide inclusivity mindset. Businesses, and those of us who work there at every level, need to do what we can to support the vulnerable.
Helpful resources:
How a Post COVID-19 Workplace Can Embrace Accessibility—for Everyone
Equal Employment Opportunity Commission Disability-Related Resources
10 Initiatives for Employers to Be More Inclusive of People with Disabilities