Workplace flexibility and disability: A public health concern

Workforce attachment is a critical component of assuring the independence and social, economic, and physical health of people with disabilities. A review of current population trends, profiles of the disabled population, and workforce participation rates reveals an expanding number of people with disabilities and chronic conditions that can limit their employment opportunities. Flexibility in the structure and organization of work can facilitate successful recruitment and retention of workers with disabilities and those who may develop them. Extensive research in occupational health and psychology, medicine, sociology, and in the broader work-life arena has identified the beneficial aspects of alternative work schedules, job sharing and other reduced hours arrangements, telecommuting, and diverse leave and other alternative work arrangements. BLS and other national research efforts have documented the availability and use of evolving flexible work options. The needs of workers with disabilities have been largely missing from these analyses in spite of the fact that flexible work options have long been recommended as appropriate disability-related accommodations in federal employment policy, in the Department of Labor's Job Accommodations Network, and in work-related recommendations of many national disability and chronic illness organizations. Successful employment of people with disabilities has significant public health, health care financing and broader social and economic implications. This session will review: applicable national population and workplace data; the role of workplace flexibility in addressing workforce attachment for people with disabilities; emerging federal policy proposals; and recent involvement of national disability organizations in the Workplace Flexibility 2010 initiative.