Brooks Jennifer D, von Schrader Sarah
Yang-Tan Institute on Employment and Disability, ILR School, Cornell University, 201 Dolgen Hall, Ithaca, NY 14853, USA.
Empl Responsib Rights J (Dordr). 2023;2023. doi: 10.1007/s10672-023-09472-3.
At the start of the COVID-19 pandemic, flexible and remote work was viewed as a silver bullet that would increase employment rates among people with disabilities. This view fails to recognize that not all workers with disabilities can obtain jobs that can be done remotely or on a flexible schedule. Data from the 2019 and 2021 years of the Current Population Survey and the American Community Survey were used to examine if disabled workers' gender, race, ethnicity, age, and education, increase (or decrease) their chances of accessing flexible and remote work and if the group of workers with disabilities who access such options expanded since the COVID-19 pandemic. Findings indicate that compared to their non-disabled counterparts, prior to the pandemic, workers with disabilities reported similar rates of flexible and remote work. Workers with disabilities, however, had lower rates of remote work after the start of the pandemic. Regardless of year, flexible and remote work rates vary by demographic group, with disabled workers who are white, female, and college-educated more likely to access these options than multiply marginalized disabled workers.
在新冠疫情刚开始的时候，灵活和远程工作被视为一剂良方，有望提高残疾人的就业率。但这种观点没有认识到，并非所有残疾工人都能获得可以远程完成或按灵活时间表进行的工作。利用2019年和2021年的当前人口调查以及美国社区调查的数据，来研究残疾工人的性别、种族、民族、年龄和教育程度是否会增加（或减少）他们获得灵活和远程工作的机会，以及自新冠疫情以来，能够获得此类工作机会的残疾工人群体是否有所扩大。研究结果表明，与非残疾同行相比，在疫情之前，残疾工人报告的灵活和远程工作比例相似。然而，在疫情开始后，残疾工人的远程工作比例较低。无论哪一年，灵活和远程工作比例因人口群体而异，白人、女性且受过大学教育的残疾工人比多重边缘化的残疾工人更有可能获得这些工作机会。
