Institute for Work & Health, Toronto, Ontario, Canada.
Dalla Lana School of Public Health, University of Toronto, Toronto, Ontario, Canada.
Am J Ind Med. 2021 Feb;64(2):149-161. doi: 10.1002/ajim.23203. Epub 2020 Nov 24.
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.
个体属性，包括残疾和性别/性别，有可能相互交叉，决定工作场所支持需求未得到满足的可能性。我们的研究比较了有残疾和无残疾工人之间以及根据残疾类型和性别/性别差异未得到满足的工作场所支持需求。
调查了有（n=901）和无（n=895）残疾的工人，以检查他们对工作场所支持的需求和使用情况，包括工作调整、工作修改和健康福利。采用多变量逻辑模型研究残疾状况、残疾类型和性别/性别与工作场所支持需求未得到满足之间的关系。该模型包括性别/性别×身体残疾、性别/性别×非身体残疾和性别/性别×身体和非身体残疾之间的交互项。
在有残疾的参与者中，24%有身体残疾，20%有非身体残疾（如认知、精神/情绪或感官残疾），56%有身体和非身体残疾。超过一半的受访者为女性（56%）。多变量模型的结果表明，与非残疾男性相比，非残疾女性更有可能报告工作场所支持需求未得到满足（比值比[OR] = 1.54，95%置信区间[CI]，1.13-2.10）。研究结果还显示了残疾数量和类型与性别/性别之间的交叉；与非残疾男性相比，同时患有身体和非身体残疾的女性报告工作场所支持需求未得到满足的可能性最大（OR = 2.73；95% CI，1.83-4.08）。
作为一名女性和患有一种或多种残疾可能会决定工作场所支持需求未得到满足。解决工作场所支持需求的策略应考虑残疾和性别/性别差异的交叉。
