Telework: Boon or Boondoggle? Does it provide acceptable employment opportunities for persons with disabilities?

APHA 2011

Abt Associates | pg 2

Authors / Funding / Disclosure Presenter: Raymond E. Glazier, Ph.D., Director,

Center for the Advancement of Rehabilitation & Disability Services, Abt Associates Inc., Cambridge, MA

Coauthors: Parag Kunte, MPH; John H. Gettens, Ph.D.; and Alexis D. Henry, Sc.D., University of Massachusetts Medical School, Center for Health Policy & Research, WorkWithoutLimits initiative.

Funding: The MA Medicaid Infrastructure and Comprehensive Employment Opportunities Grant (MI-CEO) is funded by Centers for Medicare and Medicaid Services (CFDA No. 93.768)

Disclosure: None of the authors have any commercial relationships or other Conflicts of Interest to disclose.

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Nature of Telework

What is Telework? Telecommuting or telework is

an employment arrangement in which an employee or contractor of a company works at a remote location (typically from home) and uses communications technology such as computers, telephones, video, and fax machines to interact with others to conduct company business.

What is the Concern? Telework, which is a relatively

new employment practice, has been the subject of mixed reviews in the disability community: Is it empowering for job seekers with disabilities, who often have limited options? Or is it unacceptably isolating, sequestering workers with disabilities in their homes with little career advancement opportunity?

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Survey of Teleworkers with Disabilities

In 2010, WorkWithoutLimits conducted a consumer survey of persons connected to a national Ticket to Work EN organization that trains and employs persons with disabilities for telework. The survey was designed by Abt Associates and fielded by WWL to help understand the nature of telework as experienced by persons with disabilities. Respondents were solicited via an e-mail blast to 10,000 persons with disabilities who had contacted the EN about telework. They were directed to an Internet survey of 63 questions and offered a gift card as reward for completion.

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Respondents’ Involvement Level

Inquired about Telework (all 402 respondents)

Applied for Telework Training (157 respondents)

Employed in Telework in the past 2 years (133 respondents) Our Study Sample

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Demographic Characteristics

0% 25% 50% 75% 100%

Female

Prime working age

Caucasian

Associates degree or higher

Married

Non- urban residence

Received disability benefits

Male or transgender

Other age

Other race

Less than Associates degree

Not married

Urban residence

No benefits

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Annual Income Levels

Teleworkers

Income Level Percentage$10,000 – 14,999 49.2 %$15,000 - 24,999 29.0 %$25,00 - 39,999 16.1 %$40,00 or More 5.6 %

Other Respondents

Income Level Percentage$10,000 – 14,999 49.4 %15,000 – 24,999 34.2 %25,000 – 39,999 9.5 %$40,000 or More 6.8 %

NOTE: There were no statistically significant differences between Teleworkers and Other Respondents on any of the demographics in the previous slide , including receipt of disability benefits (although Teleworkers were 7 percent less likely to receive benefits). Nor were there statistically significant differences in Income Levels compared here.

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Disabilities Impacting Work 57.1% Limited mobility 52.6% Poor stamina 51.9% Physical pain 21.1% Anxiety 20.3% Depression 20.3% Emotionally strained 18.8% Unable to

concentrate 18.8% Limited fine motor

skills 16.5% Difficulty

remembering things

16.5% Difficulty with activities of daily living

9.0% Difficulty interacting with others

8.3% Blindness or limited vision

8.3% Deafness or hard of hearing

7.5% Difficulty understanding information

4.5% Speech problem

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Employment & Compensation

Type of Job Arrangement: 41.3%Temp./Contract 31.6% Permanent 17.3% Casual 9.8% Self-Employed NOTE: Among the nearly 3/4

of Hourly Wage Teleworkers, the median wage was at the $8.00 - 8.99 level.

Type of Compensation: 74.4% Hourly wage 37.6% Annual salary 10.5% Piece work

(per unit) 6.8% Commission 1.5% Lump Sum 1.5% Not paid (N/A) .75% Weekly/monthly

salary

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Telework Job Satisfaction• 37.6% classified themselves as very

dissatisfied• 33.8% classified themselves as dissatisfied• 16.5% were neutral• 7.5% classified themselves as satisfied• 4.5% classified themselves as very satisfiedNOTE: Most respondents did call center work, known to be very stressful, with mainstream U.S. call center industry staff turnover rates estimated at 30% per year.

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Beneficial Aspects / ProblemsBeneficial Aspects Experienced: Problems Experienced: Ability to work part-time (74.4%) Reduced / eliminated commute

(73.7%) Reduced fatigue and stress (68.4%) Increased scheduling flexibility (63.9%) Fewer distractions and interruptions

(42.9%) Access to Personal Care Assistance

services at home (18.1%) Disability accommodated (4.5%) Financial reward (3.0%) Family obligation accommodated

(0.8%)

Fewer opportunities for professional advancement (27.0%)

Difficulty communicating with employer (26.3%)

Increased pressure for productivity (18.8%)

Less inclusion in the work team (15.8%)

Technology limitations (15.0%) Isolation (11.3%) Not enough structure (8.3%) Timeliness Issues (6.8%)

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Telling Quotes from Teleworkers

I Like Telework Because:

“It works with my disability.”

“I can be productive and valued.”

“I am helping my family more.”

“I feel part of the workplace – working from home.”

I Don’t Like It Because:

“I’m not getting paid what I’m worth.”

“There is little chance for advancement.”

“Low pay and high pressure for volume.”

“Isolation, no positive communication with peers or managers.”

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Some Parting Thoughts Telework seems to be a love / hate thing for workers.

Perhaps those with more limiting disabilities prefer it.

Rural residents have few other job opportunities.

A healthy work ethic + functional capacity = success.

Personality and values affect telework satisfaction.

A PWD’s work affects the family, not just individual.

Telecommuting is considered a ‘perk’ by many.

Telework can be an ADA accommodation on request.

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Acknowledgements, Sources Dr. Marsha Langer Ellison collaborated on design of

the Telework Consumer Survey and oversaw its fielding on the Internet.

Dr. M.J. Willard and John Bertram of the National Telecommuting Institute, Boston, provided pro bono consultation and invaluable insight into the industry.

Yuli Almozlino of Abt Associates assisted with research, data preparation, and presentation slides.

www.AbtAssociates.com www.MI-CEO.org www.WorkWithoutLimits.org