Daily Archives: 2 March, 2010

How to Frame the Accommodations Debate

The concept of accommodations for employees with disabilities is one that exists all over the world. The basic principle of these laws is that an employee with a disability is entitled to changes to accommodate specific needs created by their disability in order to work. These can be changes in policies (changing a policy prohibiting eating at employee desks to allow an employee with diabetes to manage his blood sugar) or procedures (issuing company announcements both orally at staff meetings and by written memo to accommodate an employee with auditory processing difficulties), or even maintaining a scent-free or florescent light-free workplace, providing ergonomic modifications to workspaces, and beyond.

There are a lot of negative attitudes and assumptions surrounding workplace accommodations. It is often assumed that the employee with a disability (EWD for short) and their employer are in an adversarial position – the employee is asking for something they want but that the employer does not want to give. Providing the accommodation is seen almost universally as a loss for the employer, because providing it will cost them, either by purchasing new equipment or in administrative costs and hassle for changing existing policies and procedures. In the United States, it is often made very clear to employees that accommodations are provided solely because the Americans with Disabilities Act (ADA) requires employers to cooperate, not because the employer wants to assist with accommodations or believes it will improve the overall workplace in any meaningful way.

The cost of the accommodation, whether direct or indirect, is often seen as offsetting the worth or value of the EWD and limiting the benefit the employer can derive from an individual employee. More broadly, this is seen as discouraging employers from hiring EWDs in order to prevent the need for these accommodations. This means that accommodations are often seen as “special treatment,” for EWDs, requiring a whole set of special procedures by which EWDs can request accommodations and have them evaluated and special staff to learn the ADA and evaluate accommodations and …

Another feature of accommodations for EWDs is that although they are supposed to be individualized and tailored to the specific needs and responsibilities of an individual employee, employers often think of providing specific, pre-determined accommodations based on the type of disability the EWD has. For example, employers often consider themselves to have fulfilled their accommodation duties for people with physical disabilities if the workplace is wheelchair accessible and the parking lot has a handicapped parking space. Any additional requests from accommodation are likely met with bewilderment by the employer – “we already took care of all of the accommodation issues!”

It was with all of that in my mind that I read this recent article from ABCNews, with the headline “Employees Healthier When Boss Is Flexible.” The article discussed the benefits of flexible work schedules for employees without disabilities:

“Flexible working initiatives which equip the worker with more choice or control, such as self-scheduling of work hours or gradual or phased retirement, are likely to have positive effects on health and well being,” Clare Bambra of Durham University in the U.K., told MedPage Today. “Control at work is good for health,” Bambra said. Overall, the researchers found that situations that gave the employee more control over scheduling have positive effects on health and well being, particularly with regard to blood pressure, sleep, and mental health. A third study found significant decreases in systolic blood pressure and heart rate for workers with flexible scheduling, Bambra said. Conversely, Bambra and colleagues found that mandatory overtime and fixed-term contracts had absolutely no positive effects on health outcomes.

Although the article did not analogize these flexible work schedules under employee control to the principle of accommodations and disability was not explicitly mentioned in the article, I couldn’t help but connect the two. The idea of allowing an employee to control their own work schedule based on her own needs is exactly the principle behind accommodations – tailoring the work requirements and environment to the individual and specific needs of the employee, rather than requiring everyone to comply with universal policies set by the employer. It’s also implied that these flexible policies benefit the employer by creating healthier and happier employees who are, in turn, more productive at work.

This made me wonder if it would be helpful to adopt this framing for accommodations arguments, as in “see, assisting employees to accommodate their individualized needs results in better outcomes for both employees and employers!” Framing the argument that way addresses a lot of the negative issues around accommodations discussed above: the employee and the employer are working together rather than against each other; providing this flexibility is seen as a benefit to, not a loss for, the employer; this maximizes the work, worth and value of the employee rather than offsetting it; accommodations are good business practice rather than special treatment imposed by law; the individualized nature of accommodations is emphasized and changes must be dictated by the employee’s view of their own needs.

There is a potential drawback to this framing, however – it does not explicitly mention or focus on PWDs. I see this as potentially harmful given that the need for accommodations for PWDs is created by the historic and continuing othering of and discrimination against PWDs. (See amanda and wiki on the social model of disability for more about this.) Advancing the principle of accommodations for employees without explicitly focusing on PWDs removes a lot of the disability-based stigma from the discussion, but also removes the historical context that has created a need for accommodations. Similarly, framing the issue as a smart business practice than a civil rights issue removes the discussion of “special” rights or treatment, but removes focus from the fact that PWDs deserve these rights to counteract oppression based on their disability status.

This framing technique also dilutes the concept of what an accommodation is and extends it to all employees, whether or not they have disabilities. This could be dangerous, as it would allow employers to think about accommodations in terms of overall economic benefit – this might encourage them to deny specific accommodation requests that would be considered too costly for the company, or insufficiently beneficial to the overall bottom line. While that may be unwise for employers, given studies like this, it would not be illegal and would not be a civil rights issue for employees without disabilities. For EWDs, however, denying accommodations is a civil rights issue, because accommodations are required to allow EWDs equal access to employment benefits in light of the barriers that exist because of historic and continuing oppression and discrimination against PWDs on the basis of their disabilities. Expanding the focus of accommodations to all employees de-emphasizes the rights-based aspect of accommodations for PWDs to the point of invisibility.

I’m not sure whether the benefits or costs of this framing of the accommodations argument are stronger. What do you think? Have I ommitted any advantages of using this framing? Any disadvantages? Which framing – current rights-based arguments or these non-PWD centered business arguments – do you think is best?

Recommended Reading for March 2nd

Warning: Offsite links are not safe spaces. Articles and comments in the links may contain ableist, sexist, and other -ist language and ideas of varying intensity. Opinions expressed in the articles may not reflect the opinions held by the compiler of the post. I attempt to provide extra warnings for material like extreme violence/rape; however, your triggers/issues may vary, so please read with care.

Modus Dopens: In Utah, miscarriage = criminal offence

What counts as non-”reckless” behaviour? If you don’t eat five portions of fruit and veg a day and do (gynecologist-approved) cardiovascular exercise three times a week, is that “reckless”? What if you have a glass of wine at a party (there being no scientific basis for believing that drinking in moderation poses any risk to a fetus)? What if you take over-the-counter medication for a headache, without a doctor’s prescription? What if you take prescribed medication that carries a pregnancy risk?

Elizabeth Switaj at Gender Across Borders: Are Children an Oppressed Class?

Many people I respect have written about this subject before. Unfortunately, I haven’t been able to find most of these posts through Google, though I remember that one appeared here. You see, when I first started seeing these posts, my response was anger. Haven’t women, and disabled women in particular, been fighting not to be treated like children? Doesn’t saying that children are oppressed undo all of that?

But enough people I respect had commented on the subject that I sat on my rage and thought about it for a while. Eventually I came to see was that my reaction to the idea of children as an oppressed class resembled the way some temporarily able-bodied feminists respond to discussions of ableism. Able-bodied women don’t want to be treated like “cripples”, after all. Then I had to admit that of course children are oppressed as a class.

Hoyden About Town: Not your punchline, Amanda Palmer.

If you missed this week’s Good News Week, or couldn’t see it because you’re not in Australia, here are the “disabled feminists” sledges aimed at FWD/Forward from Amanda Palmer, Des Bishop, and Paul McDermott. The ones we’ve been talking about in Otterday.

CBC News: Stroller rules for buses rejected in Ottawa

City staff and advocates of seniors and people with disabilities had proposed tighter rules in response to complaints about the area at the front of the bus reserved for seniors, pregnant women, people with disabilities and passengers with small children. Customers and operators said the strollers blocked other passengers and resulted in injuries. However, parents said folding up their strollers was difficult and impractical.

NPR: For Some Jobs, Asperger’s Syndrome Can Be An Asset [Remind anyone of The Speed of Dark?… ~L]

Thorkil Sonne is the founder of Specialisterne. The company currently has three dozen consultants with autism spectrum disorder doing software testing and data entry.

“[The company] actually sees autism — the autism characteristics — as a potential competitive advantage,” Sonne says.

Maia Szalavitz at Time: Are Doctors Too Reluctant to Prescribe Opioids?

Decisions about a patient’s pain treatment are now made much more collaboratively, but even in modern times, the process is fraught with moral judgment, stemming largely from the nature of available pain treatments and an incomplete understanding of how to use them. Patients who ask for more pain drugs are eyed as potential addicts; doctors who prescribe pain medications too frequently fear being arrested for it.