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Disability and sex/gender intersections in unmet workplace support needs: Findings from a large Canadian survey of workers.

Authors
  • Jetha, Arif1, 2
  • Gignac, Monique A M1, 2, 3
  • Ibrahim, Selahadin1
  • Martin Ginis, Kathleen A4, 5, 6
  • 1 Institute for Work & Health, Toronto, Ontario, Canada. , (Canada)
  • 2 Dalla Lana School of Public Health, University of Toronto, Toronto, Ontario, Canada. , (Canada)
  • 3 Krembil Research Institute, Toronto, Ontario, Canada. , (Canada)
  • 4 Department of Medicine, Division of Physical Medicine & Rehabilitation, University of British Columbia, Vancouver, British Columbia, Canada. , (Canada)
  • 5 School of Health and Exercise Sciences, University of British Columbia, Kelowna, British Columbia, Canada. , (Canada)
  • 6 Centre for Chronic Disease Prevention and Management, Southern Medical Program, University of British Columbia, Kelowna, Canada. , (Canada)
Type
Published Article
Journal
American Journal of Industrial Medicine
Publisher
Wiley (John Wiley & Sons)
Publication Date
Feb 01, 2021
Volume
64
Issue
2
Pages
149–161
Identifiers
DOI: 10.1002/ajim.23203
PMID: 33231897
Source
Medline
Keywords
Language
English
License
Unknown

Abstract

Individual attributes including disability and sex/gender have the potential to intersect and determine the likelihood of unmet workplace support needs. Our study compares unmet workplace support needs between workers with and without a disability, and according to disability type and sex/gender differences. Workers with (n = 901) and without (n = 895) a disability were surveyed to examine their need and use of workplace supports including job accommodations, work modifications and health benefits. A multivariable logistic model was conducted to examine the relationship between disability status, disability type and sex/gender and unmet workplace support needs. The model included interaction terms between sex/gender × physical disability, sex/gender × nonphysical disability, and sex/gender × physical and nonphysical disability. Among participants with a disability, 24% had a physical disability, 20% had a nonphysical disability (e.g., cognitive, mental/emotional or sensory disability) and 56% had both physical and nonphysical disability. Over half of the respondents were women (56%). Results from the multivariable model showed that nondisabled women were more likely to report unmet workplace support needs when compared to nondisabled men (odds ratio [OR] = 1.54, 95% confidence interval [CI], 1.13-2.10). Findings also showed an intersection between the number and type of disability and sex/gender; women with both a physical and nonphysical disability had the greatest likelihood of reporting unmet workplace support needs when compared to nondisabled men (OR = 2.73; 95% CI, 1.83-4.08). Being a woman and having one or more disabilities can determine unmet workplace support needs. Strategies to address workplace support needs should consider the intersection between disability and sex/gender differences. © 2020 The Authors. American Journal of Industrial Medicine published by Wiley Periodicals LLC.

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