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

1. Telework: Boon or Boondoggle? Does it provide acceptable employment opportunities for persons with disabilities? APHA 2011

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.

3. Nature of Telework What is Telework? 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? • 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.

4. 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.

5. Respondents’ Involvement Level

6. Demographic Characteristics Female Male or transgender Prime working age Other age Caucasian Other race Associates degree or higher Less than Associates degree Married Not married Non- urban residence Urban residence Received disability benefits No benefits

7. Annual Income Levels Teleworkers Other Respondents

8. 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

9. Employment & Compensation Type of Job Arrangement: 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 • 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.

10. 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 satisfied • NOTE: 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.

11. Beneficial Aspects / Problems Beneficial Aspects Experienced: Problems Experienced: 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%) • 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%)

12. Telling Quotes from Teleworkers I Like Telework Because: 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.” • “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.”

13. 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.

14. 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.comwww.MI-CEO.org • www.WorkWithoutLimits.org