Working Remotely during a Pandemic: Lessons Learned from Employees with Disabilities

The COVID-19 pandemic caused dramatic changes in our daily routines. As the public was instructed to adhere to public-health policies that included social distancing and even lockdown protocols, many Canadians experienced an abrupt shift in work practices that required working remotely from home. One population of employees that may face unique work challenges during the pandemic are persons with physical disabilities (PwD). In Canada, approximately 6.2 million working-aged individuals have at least one disability. Among this group, Statistics Canada estimates that nearly 60% are employed compared to 80% of their non-disabled counterparts. Previous research on PwD suggests that steady employment is important for providing social connections, an identity apart from “being disabled”, and a daily routine that helps manage symptoms. Several researchers suggest that remote work practices due to COVID-19 may disadvantage PwD. For example, they may not have access to the same accommodations while at home (e.g., specialized equipment). Moreover, the work changes may result in increased emotional distress and worsening physical symptoms. Yet other researchers suggest that working from home can eliminate or minimize some of the challenges PwD encounter, such as transportation issues, the need for frequent breaks, a preference of wearing casual/non-restrictive clothing, controlling the physical environment (e.g., lighting, bathrooms), and perceived stigma. As these issues have not yet been explored, the purpose of this study was to examine the experiences of PwD who transitioned from in-person work practices to working remotely, and the psychological and physical effects associated with this change.

Using a non-experimental exploratory research design, we recruited participants through social media websites to complete an online survey. The sample included 94 individuals who identified as having a physical disability (e.g., arthritis, multiple sclerosis, inflammatory bowel disease), were employed, and worked remotely at some point since March 2020. Participants completed a survey package that included employment questions, measured illness perceptions related to COVID-19, perceived distress, and perceived stress, and an 11-item COVID-19 Remote Work Survey we developed to assess individuals remote working situation (e.g., I was able to bring resources/equipment home to ensure I could work remotely). We also asked three open-ended questions that focused on identifying what challenges/benefits they encountered while working remotely, and what lessons they learned that they would want their employers to know. The open-ended responses were thematically analyzed. Results showed a correlation between the total COVID-19 Remote Work Survey score and psychological distress. Specifically, participants who experienced difficulty in a remote-work environment were more likely to report high levels of distress. Furthermore, a sizeable proportion of PwD (49%) reported they did not have access to many resources and equipment they needed to work remotely (e.g., ergonomic chair), yet many also identified benefits of working from home, with themes that focused on reduced stigma and the flexibility to pace work. From a policy and workplace practice perspective, the results provide an opportunity to learn about accessibility and how to build more inclusive workplaces as we move forward.